Great Company, has it's downsides, lost it's special culture - Senior Recruitment Partner Altis Employee Review

Nice to see you here, and thank you for taking the time to offer thoughtful insights. We do have an exceptional team. We put a lot of effort to ensure that we offer career-nurturing opportunities. We certainly strive for consistent work-life balance, and achieve it most of the time – and always re-examining how to improve on overall wellness. I believe our flexibility is highly valued and will support our growth plans. Now to the cons. It’s true that in a period of scaling, fixing old systems that lingered, and identifying new ways to work, it’s been a transition and change is hard. Simply said, change can be difficult even with the best intentions. We recognize that everyone loves remote-by-choice as a model – allowing a flexible work arrangement with the option to be in office (80% of our team members live near a physical office); however, it creates an interesting and unique conundrum: how to create the “special” Altis culture in a remote environment that is flexible, and yet still uniquely connected. Since reading this, we’ve been reflecting on your input: the word “special”. “Special culture”, “special team”, “special respect”, “special events”… all of these take each person to show up as special. Post-Covid, it sometimes feels like team members and the world at large is waiting for someone else to create what is special… and yet it comes from each of us (meaning, no one leader can create “special” alone. One government official does not create a special country or community. It’s the power of many. A question to you for reflection: did you input into being special and creating special, or were you waiting for it to be created for you? No judgment here – just a question on group behaviour. Your point about leaders flying by the seat of their pants. I wish we knew more here in what context. We strive to communicate clearly and often, but I wonder if the choice of medium or pace are not always lining up with ‘being understood’. Thank you for your advice on leadership training – in a fast pace, are we always actively listening? I’m certain we can improve on this. We’ll take this advice to heart and keep building our coaching and leader training program, and consistently reinforce it. Sometimes, it feels like we have trained or role played on a subject, and then realize that the teaching occurred many months ago – repetition is important. We would love to chat with you. Perhaps you have examples we can build from. There is no conflict here. We appreciate the investment you put into our firm, and hope that positivity and optimism will form the future that you create. All our best to you, Kathryn Tremblay, Owner