'Work made happy' couldn't be further from the truth. It's a very unhappy place. - Manager Work.Life Employee Review

Hi there, Laura here – Head of People I want to acknowledge your feedback, alongside your comments around my own approach & leadership within the team. It matters hugely to us that you feel this way. I’m disappointed you haven’t felt able to talk to me personally about it, but I’d really encourage you to; or if you don’t feel heard as you say, to ask another of our leadership team colleagues for a coffee and share your concerns. The most meaningful, actionable way for us to address this type of feedback is directly, and we’re open to working through it. I’m pleased that you recognise our wider team as supportive and caring – we all know this to be true - there is a huge level of passion, care and commitment across the team at Work.Life, and we don’t undervalue this. We’re actively working to develop & improve our culture every day – it’s fair for you to call out topics that can challenge us as we grow. A couple of areas where I’m certain I can advocate for you: - Progression & growth for our team really matters to us. We know we've made some internal changes and promotions this year, that whilst being brilliant for some, can be tough for others when they mean new or changes roles & expectations; or perhaps waiting for an opportunity of your own. - Both our people AND our profits are hugely important; and they coexist. We are privileged to have a hard-working team who are fuelling how we grow. For us, being a healthy, high-performing business includes ensuring our team are growing, learning and engaged in what they do, and that there is long-term job security felt across our team. - Our Membership Team are not 2nd class – in fact they’re in a class of their own! We are immensely proud of them and our Member Feedback echoes this. Equal to that, we’re proud of the hard work of our support team – we’re one team with the same mission – albeit we sometimes experience different wins and learns. On Benefits, you’ll know we’re currently reviewing our approach to this - having heard feedback from the team and also reviewed external benchmarks. We’ll update you later in the quarter on how this will roll out. Growing our Leadership Team as we scale the business has been an important step for us. We back the team we have in place, and we are here to learn and grow together. Feeling as strongly as you do about this, I’d truly encourage you to sit down with one of us to discuss it – particularly our COO or myself. As you know, we measure eNPS annually through our Team Happiness survey as you say – this survey closed a couple of weeks ago. We’re together this week as a Leadership Team to review this feedback and to agree next steps and actions around this. We shared at our All Hands this month that the next steps are to cascade these results through each department over the next few weeks; and we’ll discuss key topics through our quarterly All Hands sessions and other business updates. It's frustrating for you to feel there's a delay in hearing more about this. I hope you’ll agree it’s important we make time to review, analyse and really understand that feedback – there’s lots of data there! – and this takes a little time. I know that we won’t always get everything exactly right, but we all come to work every day with the goal to do so. I’m sorry to hear we’re missing the mark for you right now, and would love to talk if you’re open.