I wish I didn't ignore the RED flags - Sales Shipamax Employee Review

We’ve obviously got a few things wrong here and it looks like it has snowballed. 
 Just after the first lockdown, we did have to terminate a couple of people due to performance. This combined with quite a few new starters, our first remote on-boardings & mistakes on our part in communication led to a rough patch in terms of culture. As a management team, we took for granted some of the trust / relationships that are naturally built in a face-to-face environment and didn’t make enough changes to enable to develop these remotely. As lockdown continues, we’re trying to get better at this and the team currently feels in a much better place. 
 Sometimes things are communicated, but I need to do better at repeating this and making it accessible in different forms so it's not missed. (Trust me, sometimes I put things in writing and people swear blind they’ve never been told :). I’m very aware of this and trying to build a better framework for communication. 
 During this time we were also short of two experienced department heads, which have now been placed and are helping drive success in their teams - both from a performance and wellbeing perspective. This quarter (and next quarter), we have specific projects in place to set out clearer expectations and provide more support to our existing managers to help them too. 
 I understand we spoke directly a few weeks before you left the company as you came in as a senior hire - I asked you to help people raise issues they have so we can solve any bad feelings vs. fuelling the fire - especially with junior team members. The linked-in & slack examples you raise are things I would have loved people to ask me about as there would have been a simple explanation that wouldn’t have ended up in people feeling they have something to fear. When this isn’t raised, I find out far too late and the damage is done. I have recently spoken to the entire company to encourage them to talk to me, our head of ops or their manager if they have issues so we can address these concerns. 
 I’m afraid I have to say, some of the items in this review are not factually correct and may have been misinterpreted as stories get passed along i.e. a high performer not being given a chance to progress. I often get questions on the reason for people leaving, but this is a topic I can’t usually address as it's a private matter. I wish we could have discussed and addressed some of these complaints directly, but ultimately it's on me to reflect on why you didn’t feel comfortable to speak about these and so I apologise for that. 
 We do have a 6 month probation. We give everyone a 30, 60, 90 day plan to help them get started and integrated into Shipamax. This allows for time to help us get people on track if we feel like we’re not quite there, but we think we could get there with a bit more support. Also please note, whenever we’ve terminated someone, we have, without exception, offered more generous severance terms in line with a post-probation contract. 
 Pre-COVID we didn’t allow work from home and we communicated this openly before anyone joined. There have been exceptions to this based on need - i.e. pregnancy, personal things to take care of (boiler, package delivery) or been offered to a couple of people with kids to juggle. We don’t know how the world will look like post-COVID and we will be reviewing - I don’t know what the outcome will be, but I can promise transparency on what the policy is. 
 I do hope you find success in your next journey and apologise that you didn’t have a good experience at Shipamax. We’ve recently formalised our exit interview process, and I’m sorry we didn’t have this in place prior to your departure to help provide an outlet to speak. My door is always open if I can help address any of these issues or help you on your onward journey.