SofterWare reviews

Thank you for feedback and your 8+ years of service to SofterWare. We are happy you enjoyed the flexible work arrangement program we offered. We certainly all really miss sharing meals and gathering for other in-person celebrations with all of the wonderful employees of SofterWare. Meetings continue to be a focus for improvement. In fact, we have several meeting resources and tools available to assist our teams in running meetings efficiently and effectively. We continuously evaluate and improve upon our processes and programs to help employees achieve their career goals including promotions, new positions, increasing and/or developing new skills and responsibilities. As part of our new one-on-one monthly manager meetings, career goals and planning is a major focus. We follow a structured and consistent interview and selection process for every open position we fill, both internally and externally. Thank you for sharing your perspective on the pay and incentives as another potential area for us to focus. Our goal is to provide a base salary and quarterly incentives to employees based on their individual accomplishments as well as their efforts in achieving goals that contribute to the success of SofterWare. As for staff performance, we work with employees privately if there are areas of opportunity for them to improve their performance to delight our customers. We wish you all the best in your future endeavors. Kathy Piunti, Vice President of HR

Thank you for taking the time to share your feedback. We appreciate your time spent at SofterWare and recognizing our desire to provide advancement and a career path for employees. Our decision to sell a division was a difficult one, but one that we believe was in the best interests of all our stakeholders, including our employees. We took great care to try to minimize the impact on our staff, which included ensuring that every staff member was offered employment by the acquirer with comparable compensation and benefits. As part of the transaction we also negotiated a retention bonus program for our staff. That said, we regret any frustration this business transition has caused you or the other staff involved. With regard to your comments on our communication and planning, we created programs such as Goal Squads as a way to provide more clarity and input into the planning process. We recognize communication can be challenging, so we employ numerous methods such as Second Friday presentations by departments,Town Hall meetings for Q&A, departmental meetings, open access to anyone in a leadership position, as well as email and messaging systems. We also introduced one on one monthly manager meetings to provide more communication directly with each staff member, with a particular focus on career development. If staff have an issue with their direct manager, we encourage them to speak directly to our Human Resources department. Your advice to management is greatly appreciated and well received. We’ll evaluate our communications, in particular the ones you referenced, to see how we could improve. Kathy Piunti, Vice President of HR