-Burnout Culture
-Executive Leadership
-Lack of true appreciation, empathy, and understanding for the frontlines.
-Poor Talent Management/High Turnover. (Can't retain top talent)
Context:
Burnout Culture: You know what you sign up for when joining a start-up. Fast-paced, high growth, aggressive environment. You know you have to be adaptable and wear a lot of hats, but there is definitely a breaking point. When people are constantly quitting because of the workload, when people have to clock out of work to be able to complete their workload but if they stay clocked in get in trouble for working overtime, when the customer experiencer is suffering due to spreading people too thin... you've gone too far.
Executive Leadership: Let me start by saying that there are a lot of smart people on the executive leadership team, that I'm sure do mean well. But just being smart and meaning well doesn't make you a good executive leader of a real estate tech and service company. There is a lack of focus on what Mynd does and where it is headed, the changes in strategy are mind boggling and always seem out of touch with the reality of what is happening day-to-day. Lastly, the decisions made in the last 1.5-2 years on who runs the day-to-day operations teams have been nothing short of giant question marks. The entire Mynd operations team is run by Sales/Growth/Marketing, they've laid off anyone with any type of leadership experience in the real estate management space to manage operations. The delta from what executive leadership decides to do, to what really happens everyday is massive and very disconnected from reality. They lack the ability to inspire, motivate, and galvanize due to that disconnect and sincere lack of empathy, not to mention the loss of key leaders who were able to inspire and motivate.
Lack of Appreciation/Empathy for frontline: Your actions and how you allocate resources are more telling than anything you can say in a company all-hands meeting. Everyone from the top should spend time working with customers and experience first hand what it is like to manage the type of work people are up against. Doing that will help bring genuine empathy, appreciation, and understanding when making decisions that affect people work lives internally and customer experience externally. It is hard to deliver a great experience when you're over-worked and demoralized and just trying to survive.
Poor Talent Management/High Turnover: Mynd has gone through rounds and rounds of rifs in the past 1.5-2yrs but have also struggled to hold onto top talent, particularly women in leadership positions. (1 women on the BOD, 1 women on the c-suite, no women VPs). Mynd can and needs to do better.
