4y
Hi,
Thank you for taking time to share your honest feedback and thoughts though this platform.
We highly appreciate such feedback, as it led us to the avenue of improving our processes and methodologies.
The exit interview and survey conducted to all leaving employees and those employees whose probationary period has been ended, is usually a helpful tool, for us to further assess the challenges of the employees and improve ourselves.
We have conducted investigation after receiving your negative feedbacks and reviews, but we were not able to relate your experience to any situation risen to the HR team or manager.
This is as per you description which is very regrettable for both of us.
Our new joiners usually benefit of HR and IT on-Boarding as well as a first days mandatory e-learning program “Welcome at VISEO” available for everyone.
We assigned our new joiners a buddy during their probation period to give them support in their day-to-day activity.
They also have a mentor and a manager who are introduced by email from the first day and who are normally in touch with you regularly to make sure you are comfortable in your work.
The mentor is usually the one animated a mid-probation period meeting after 3 months (which is mandatory) and then the end of probationary period before 6th months.
The meeting are organized and followed by the HR team and the summary is sent by written email.
On project side, our teams are working usually in Agile way with daily stand up and regular weekly catch-up. They also proposed their documentations like project handbook and others playbooks shared on JIRA/Confluence.
During the first months, the HR team is organizing meet and greet sessions to introduce new joiners to the teams (virtual and face-to-face) and others team building activities like our recent summer party at resort hotel.
These initiatives helped us usually to strengthen our team members communication and collaboration, for them to feel at ease, comfortable, in sharing their comments, feedbacks, recommendations, suggestions for the welfare of each and everyone.
On top of that in our handbook shared and signed by all our employees, we set up a grievance process to help our employees who would face challenges they want to share with the HR team directly.
We never decided to end contract without considering other options and we set up PIP when it is required to guide the employee in the right direction and bring them back on track.
The end of a contract is usually due to some misalignment between the Managers/Clients expectations and the employees seniority level, commitment and efficiency.
We hope that we will be able to continue to grow and progress as one team, one spirit, taking into considerations the things that we’ve missed out, which should have made our employees stay with us longer.
