- A lot of learning materials related to your education and profession. - Private spaces for meetings and focused work. - Separate lunch and coffee areas (refreshments and fruits provided by the company). - Flexibility in task completion. - Competitive salary, paid courses and training, paid trips (for work and team building). - Strong support from colleagues and management. - 120 days of remote work per year. - Private insurance after the probation period.
- The product itself is chaotic and not easy to learn. - No mentorship program. - Chaotic onboarding process. - Excessive time required to set up devices for newcomers. - Improvised training for newcomers, often irrelevant to the position, with no interaction. - Early client interactions without adequate preparation. - Colleagues with managers at a different location have difficulties on daily basis. - Inconsistent probation periods (some have 4 months, others 6 months), with contract terminations occurring without prior notice or precise evaluation. - Just one person gives an opinion for the evaluation, which is not relevant at all
1. Implement a structured mentorship program to provide guidance and support for new employees. 2.The company has to organize a separate, in-depth training program for the product to ensure all employees have a thorough understanding of the product. This will enable them to effectively promote, improve, and upgrade CW.Net. The company has to deliver a comprehensive training program that is directly relevant to the positions of new employees regarding their position. During the training the company has to incorporate interactive elements to enhance engagement and effectiveness of the employees. 3. Before the new PDMs interact with clients, provide them with adequate preparation and training. This will improve their confidence and performance in client-facing roles. 4. Just a few months period is too short to evaluate if someone is the right match for the position or not. To improve the evaluation process, consider incorporating multiple perspectives to ensure a fair and comprehensive assessment of each employee's performance. Relying on the opinion of a single individual may not provide an accurate reflection of an employee's contributions and abilities. Instead, implement a 360-degree feedback system that includes input from colleagues, clients, and managers. This will lead to more relevant and balanced evaluations, ultimately fostering a more supportive and effective work environment. The company needs to provide a timely feedback and clear communication to employees regarding their performance and contract status, so the employee could be aware what comes next.