YouGov Reviews

The company recently carried out a mass layoff and the most talented and intelligent employees were retrenched. A vague email was sent from someone in HR who is seldom seen or heard and then the HR team had to scramble to execute the layoffs. Poor communication, poor leadership and very sneaky behaviour from the top. Also the leadership team is not diverse at all.

Critical decisions made by the senior leadership team (SLT) are directed towards shareholders and revenue growth. Promises made to employees are often lip service, and yet the SLT expects us to “sell our soul” to the company. Year after year, Employee Engagement Survey reflects that SLT is out of touch with the employees and what they do. However, the SLT continues to prioritise growth numbers and shareholders. To hit the unrealistic numbers that they set, the employees have to endure hiring freezes, promotion cycle freezes and most recently, another round of retrenchment in the name of cost cutting and streamlining roles. The retrenchment process was chaotic. Decision was made by the SLT and line managers were not involved (does the SLT really know what we do? EES results already indicated they don't) and the retrenchment package was another stab to the wound. The impact of their decisions cascades down to middle level management and then to the individual contributors. Everyone is expected to work harder every FY with the same amount of resources or less, wearing multiple hats in one role. This is not sustainable and end of the day, you SLT, will bear the consequences of these penny wise pound foolish decisions you made. People are your most important asset. Don’t (literally) dismiss our voices. We have our limits too.