The Very Group Reviews

Pros

If you have your own clear plan then you can develop yourself at this company. Peers on your level and below are great to work with. Great place to learn from others if you're willing to put yourself forward to ask.

Cons

Going through some of the training options was limited and sometimes the business said wasn't relevant to the job. This is disappointing when it was clear it had huge relevance (professionally recognised training that every major company has in this department). There is not enough fast failure occurring here so ideas proposed can take time.

Pros

Educational/Competitive salary/Interested in hard workers

Cons

I'm not sure this is new to me

Pros

Good, caring reliable and rewarding company

Cons

Slow progression and not many roles to go to

Pros

You'll receive a very warm welcome here. From the start, getting setup with the company is smooth and structured. In the Software team, particularly as a new starter there is a lot to learn. You're given the time and space to get yourself up to speed and be involved with everything that is going on. The DCX team I am working with is excellent! Work-life balance is overwhelming with Very, as I've never had this in my last job of 20 years in the NHS.

Cons

I've not noticed any downsides. I'm going to have to turn this into a positive!

Pros

1. Modern facilities 2. Work-life balance 3. Nice idea for culture and values 4. Great start-up experience as site is still developing 5. State of the art automation 6. Tremendous potential

Cons

1. Say values but don't live them (at least in logistics) 2. The same old fashioned and extremely political leadership you'd find in any other mainstream operation. 3. Progression subject to favouritism and personal preferences- regarding both internal promotions and remuneration. 4. Management structure blinded by positivity, rarely accepts reality when dealing with challenges , also struggles to accept feedback (often taken personally). 5. Unexperienced mid-senior management structure for an operation that is still facing start-up challenges. 6. Lack of direction and consistency from both senior and mid-senior level . Changes depend on how the wind blows and are not communicated across efficiently. 7. Does not treat experts as experts, subsequently some have left and others are unhappy and looking to leave. 8. Poor H and S on site. Managers do not show real ownership of areas, processes or whatever else happens on site unexpectedly, instead they lift shoulders and move problems to different areas or pass responsibility to someone else. Often when something unexpected happens the truth is covered up. All of the above change whenever a big event or visit is due. When that happens it all becomes glitter.