Unfortunately executive leadership refuses to take action to address concerns related to poor organization, or aggressive, hostile, and inappropriate behavior towards other colleagues. Senior CS leadership refuses to seriously address issues no matter how many multiple complaints are made about the same employees time and time again. Those decisions have led to a toxic and hostile work environment where disagreement is met with immature personal attacks. I also believe that hiring decisions made in the last 8-12 months for CS leadership had nepotistic motivations and were made against the recommendations of numerous other senior employees. Soon you'll hear about a new acquisition or product direction that may directly contradict previous decisions that were fervently sold to the company only 6-12 months before.
#Signpost reviews glassdoor how to#
Despite many assurances from executives that they're cracking the code on how to sell better and provide a better product to consumers, those results never materialize. Although they attempt to convey a sense of considerate long-term vision, every 3-6 months there's a major change that doesn't align with the previous vision that they sell. In my opinion there's very short-sighted and unsupportive leadership at Signpost, but the Customer Success department suffers particularly from poor leadership. Sorry to see you go, wish you could have committed to working things out. The results have been good: our client retention has gone from bottom quartile to top quartile, our sales team is more productive because they have better products to sell. The same team wasn't going to get us where we needed to go and some people didn't want to go where we were going. And yes, we have rebuilt the team - it's a turn around. I'm surprised that you seem to think we're hiding this. In every weekly email or video, in every skip level, in every Ask Me Anything meeting the message has been consistent - we need to turn around the company and here is how we're doing it.
I believe we have been honest in the 'rebranding' of the company. Sometimes that requires working things out with others where there is conflictI regret you chose to leave rather than working on the issues with your management team. It's very important for me to build a great working environment for every employee.
As you know, we were addressing the issues that you and other members of your team had raised.
0 kommentar(er)
