atolls reviews

Hi, Thank you for sharing your honest and detailed feedback. We truly value your perspective, especially as someone who has been with Atolls for a long time. Your insights are invaluable as we strive to grow and improve. We’re glad to hear that you appreciate our remote working options, company culture, competitive benefits, and generous annual leave days. These are core aspects we take pride in and remain committed to maintaining as part of our dedication to employee well-being. At the same time, we recognize your concerns about the repetitive nature of work, lack of autonomy, and challenges with management communication and decision-making. We understand how frustrating it can feel to be unheard or unsupported. It’s important to note that Atolls offers over 200 different types of roles. Naturally, some roles may involve more repetitive tasks than others. We are committed to identifying opportunities for automation and leveraging AI to minimize repetitive work, allowing employees to focus on tasks that add greater value. Our company has undergone significant changes over the past months to adapt to external challenges and market dynamics. While many leaders made efforts to keep teams transparently informed and involved in solutions, we are sorry to hear this wasn’t the case in your team. To address these concerns, we are launching a new Leadership Program to equip managers with the skills and tools needed to support and lead their teams effectively. We are also deeply committed to providing fair career opportunities for all employees. For over a year, we’ve been actively promoting our internal job platform, where all open roles are posted for employees to explore and apply to, regardless of location. Additionally, we encourage employees to join the internal jobs channel on Slack to stay updated on new opportunities. Thanks to this transparent process, 15 employees worldwide successfully transitioned to new roles last year through our central internal hiring system. Ensuring fair compensation is another priority. As our company has grown through mergers and acquisitions, we’ve faced challenges such as inconsistencies in job titles and roles—similar work being labeled differently or identical work having varying titles. These inconsistencies complicated efforts to identify and address pay gaps. Over the past year, we’ve focused on building a strong foundation by collecting and analyzing existing jobs, introducing a common job grading system, and standardizing titles. These efforts have helped us pinpoint areas needing adjustment to align with the market. While we’ve made progress, we acknowledge there’s more work to do and will continue these efforts in the coming year. However, it’s important to note that budget constraints remain a factor as we prioritize the company’s stability in a challenging financial climate. We’ve also worked to harmonize and optimize our annual review process to ensure promotions are based on clear criteria, including strong performance and meeting role-level expectations. We’re sorry to hear that within your team, this process may not have felt fair, and promotions appeared tied to tenure alone. We encourage you to share further feedback or suggestions for improvement directly with our People & Culture team. If you have concerns about specific cases within your team, please reach out to your P&C business partner for support. Regarding bonuses, we offer them only to a limited group of roles where they align with the nature of the work and market standards, such as in sales. We hope this detailed explanation helps clarify the efforts we’ve made—and continue to make—to address the concerns you’ve raised. Thank you for sharing your thoughts; they are instrumental in helping us improve and ensure fairness across the company. Best regards, Your P&C Team.

Hi, Thank you for sharing your comprehensive feedback on your time at GSG. We take your insights seriously, as they are crucial for our continuous growth and improvement. We recognize your concerns regarding the recent turnover in leadership within our product/tech department. Such changes, while challenging, are part of our broader strategy to optimize our structures and adapt to the evolving business landscape. We are committed to ensuring stability and fostering a vision that drives the company to new heights. This includes enhancing our leadership development programs and creating a more dynamic and visionary management approach. The challenges in project management, such as unmet deadlines and the lack of realistic roadmaps, are areas we are actively addressing. Our aim is to establish clearer, more achievable goals and improve communication across teams. This effort is aligned with our #MoveLearnChange value, emphasizing the importance of adaptability and continuous learning in our operations. Part of the business efforts is sharing with all of our colleagues the company's roadmap and OKRs for the coming months, in order to align them to the departments' and teams' specific goals, as well as to receive feedback to address any possible concerns. We understand that team cohesion can be a challenge, especially with members spread across various locations. We are working on better integrating our teams, ensuring regular and effective communication, and providing adequate resources for both virtual and physical team interactions. We believe that fostering strong team dynamics is essential for our collective success. Your point about the concentration of power and decision-making within a specific group at the top level is noted. We are working towards a more decentralized approach, ensuring fair opportunities for all our employees and promoting a culture where every voice is heard. This includes offering equitable chances for internal promotions and focusing on objective decision-making processes. Regarding the feedback on people managers and their involvement in organizational changes, we are taking steps to ensure that managers are more included in the decision-making processes. Our upcoming program for people managers, launching in Q1 of 2024, is designed to empower them with the necessary skills and knowledge to effectively lead their teams and contribute to strategic decisions. We also acknowledge your observations on the internal challenges versus the external perception of innovation. Bridging this gap is important to us, and we are striving to ensure that our internal practices genuinely reflect the innovative and forward-thinking image we present externally. Lastly, we understand the importance of a fair compensation structure and career progression. We are reviewing our compensation policies and career development pathways to ensure they are competitive and transparent. Our goal is to provide a work environment where every employee feels valued and has the opportunity to grow. Your advice to management is invaluable, and we assure you that it is a key part of our strategy for improvement. We are committed to creating a workplace where every employee can thrive and feel proud to be part of Global Savings Group. Warm regards, Your P&C Team