VISEO reviews

We are very surprised by your allegations especially on: 1 .Training : 40%+ of our team members in SG - and the large majority of our new comers - followed one week or more of full time training on the 1st semester, usually via the School at Viseo but also via our e-learning plateform which is available for our team members anytime. If you are talking about training on project, then that will be interesting for us to receive more details because usually the delivery teams set up some project handbook, shared documentations on Confluence or others shared folder and so on. If that was not done , I will recommend to rise your concerns to your project manager and manager – and if it is not efficient to us – the HR team. 2. Allegation about contract termination and disciplinary actions without cause and due process: From the beginning of the year, we only ended 2 contracts for under-performance. Both end of contract were decided after issuing several warnings to the concerned employees. The warning were based on proven and written feedbacks given by the clients, the managers and the peers of the team members. The disciplinary procedure is presented on page 16 of the same handbook. We are using as well a process of performance improvement plan set up when/if it is necessary to guide our employees. You can contact the HR team to get more details about it. 3. People events / communication : We just organized a townhall session on site with all the teammembers and managers to give more visibility about the first months of the year. We have 2 team building events planned before end of September on top of our monthly after work drinks session every first Thursday of the month. We are sending regular surveys to our team to get their feedbacks and opinions on the topics that are impacting them like COVID situation, impact on their mental health, change in work organization and adjustment of our existing flexible agreement to design actions plans which can fullfill their needs. We are not perfect and we are trying continuously to improve our process and our support to the employees. Getting constructive and specific feedbacks is a great help. You are welcome to contact us for sharing your points of view and experience more precisely.

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.