Disjointed, Cracks Beginning to Show - Anonymous employee Tucows Employee Review

Hi there! Thank you for your feedback. We appreciate the time you’ve taken to let us know what we can do to improve. We take all feedback received seriously and to ensure this reaches the proper leadership, we need to know which of the businesses you work on. To do this, you can either reach out directly to one of our people team members or email us anonymously at talktous@tucows.com, referencing this review. To address some of the points you mentioned: - Frustration around accountability - either in teams or individuals. We would really encourage you to participate in the engagement surveys. These surveys can help identify these kinds of challenges. Also keep in mind that you would probably not be aware of work being done to improve situations, as it would be done privately with consideration for the people involved. - Inclusion at all levels of the organization is a priority and we absolutely recognize we have room for improvement. We are committed to measuring and holding ourselves to account. We published our first public reporting last December and will do so again this year - http://inclusion.tucows.com/. - Pay Transparency is a big topic and although a lot of work happens in this area, it’s unfortunately perhaps not been apparent for employees. We commit to properly sharing our approach and in the meantime, do want to hit the highlights here, as we hear your concerns. First, for us, Pay Transparency is not a matter of posting the individual salaries of all of our employees. - What is Pay Transparency at Tucows: - Having the latest data, our compensation tool refreshes market information every 30 to 60 days. We are continually revisiting this data to ensure our salary ranges remain competitive. - It means this data is available to all of our leaders, including pay ranges and salary compensation tools. - Trust in our leaders as they are closer to the work and performance of their team members. Because leaders understand their teams best, they also have the opportunity to price jobs based on their definition of responsibilities of the role. We trust our leaders to understand the many nuances that determine individual pay, and we respect their decisions to ensure a competitive salary. - We also look at the salary ranges established as guidelines and not as an absolute limit. - If you have concerns about your compensation you want to discuss those with your manager. If you feel you are being treated unfairly you can request a compensation review by the People team. We know we have work to do and there are things we can improve on. We’d appreciate having a conversation with you to understand your experience better and see how we can help. Please know that the people team is here to assist you and help with your overall experience. Thank You Jess Johannson