Related Posts
I've been interviewing with some companies, and now I have to decide between JPMorgan Chase and Globant.
Globant is more innovative, and has remote work. I will enter to work with a Sillicon Valley startup based in San Francisco. The tech stack is React, Nextjs, AWS, and a serverless architecture.
JPM is semi remote, and less innovative. The tech stack Java, SpringBoot and AWS. But I'd do more migration tasks, like dockerize projects and pass them to kubernetes. What would you choose?
Bowl Leader
Conversation Starter
Is LTI give still WFH ? If not is mandatory?
Rising Star
More Posts
Mentor
Chief
Incoming multi-tier cringe
No hike like last year ?!
Rising Star
Anonymous User
Coach
Additional Posts in Org Development & Human Capital
Cleveland job opportunities?
Any book recommendations on change management?
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
I was offered a gig that promised exactly the same thing and better work. I took it. Turns out, I was working more than 40. 40 became 45 then 50 and 60. Then, the need to be online at all times. Before, I had 25 days of PTO, wfh, worked 40 hours as well. I also didn’t need to be online all the time. The culture was better.
What you’re offering is good but not good enough. With tech companies offering unlimited PTO, WFH, vibrant cultures, free food, doggies in the workplace, company-sponsored happy hours, you need to offer more.
The pushback isn’t just driven by the need to have a 40 hour work week (or less). There are definitely other factors at play.
Just came across this post and it's great to see so many chiming in with great feedback. My $.02 (I run a boutique consulting firm in Toronto that deals specifically with company culture) is similar to what others have already said.
When you have a staff of approximately 50 as you say, I wouldn't send out surveys or use culture amp and the reason is because employees are not 100% honest on those things and they take a lot of time to complete. The majority of people hold back because they don't truly feel surveys are kept completely confidential. What you need to do is sit with every single employee one-on-one and learn what motivates them specifically. Take an interest in who they are, what makes them tick and what they feel works well and not so well in their environment on the daily. Now, it can be hard to do this because based on your relationships they'll either open up to you, or if you don't have their trust they won't be honest and they'll tell you everything is great regardless of how they actually feel based on fear of your reaction or being fired.
That said with a smaller size team, engaging with them all individually is critical. Showing your commitment to wanting to make the work environment/culture better will build loyalty and you'll gain the trust from your teams and with that you can start rebuilding on the culture.
DM me if you want to discuss some strategy further. I work with companies on these exact issues everyday.
GL👍🏼
Overall, I would say your PTO program is comparable to other companies that I see.
In regards to the 40 hour work week. Are you able to collect feedback on why this may be? Leverage open forums, anonymous comment boxes on intranet sites or include both rated items and open ended questions on pulse/engagement surveys to learn more so you can take action.
There are a few companies around the world testing out 4 day work weeks, results look positive so far, however I do not see this taking off in the US anytime soon and some industries will be unable to accommodate this shift. In order for 4 day work weeks or Unlimited PTO to work their needs to be a high level of trust between the org, people leaders and employees.