2y
Hi there!
Thanks for sharing your feedback. 100% agree that the team is fantastic - competent, hardworking and lives our values.
There are a couple of points that I thought would be helpful to address -
1. Role changes: There are times when we need to adapt to the market demand by increasing or reducing the size of our coaching team. If we feel that someone is a good culture match, and we want to keep them, we offer them a different role. Otherwise, we couldn't justify financially keeping them. Of course, people can choose whether they want to take a different role or not.
2. Churn rate: We want to cultivate a high performing team and because we are very collaborative, if one person is not performing, it has a negative impact on the rest of the team. Over the years, we have become very mindful in paying attention to instances of underperformance, offering coaching/support to the employee and if it's still not working, then parting ways sooner rather than later. This helps us protect our teams and it's beneficial to the person we are letting go so they can go and find a place where they will thrive. We are supportive of people we let go and offer recommendations, introductions etc to help them land on their feet.
3. Transparency around people who are leaving/were let go: Out of respect for confidentiality, we don't share details or reasons for why someone was let go. That said, we understand how it might be destablizing for our team and have now started sharing a bit more. Appreciate the feedback here :)
4. Positive toxicity: Openness and transparency is a core value of ours and we have implemented many ways for us to get feedback from our employees. We also believe in healthy disagreements that result in change and/or better decisions. We respect and encourage open dialogue and feedback.
Feel free to email me if you would like to talk through this more :)
Bhoomi Pathak
COO @ Mirasee
