5y
First, I would like to thank you for sharing your review. While the majority of our employees have a pleasant experience, we understand that it is hard to get 100% Net Promoter Score. With that said, we take feedback to heart and our goal is to continue to learn and improve the employee experience.
Hiring is a process refined over and over, and we learn from every new hire we make. Processes change and adapt. When new hires need more onboarding, we accommodate that need (once we learn about it) - in this case, we provided extensive onboarding, delivered not by one, but two managers. Additionally, we hired an external executive coach to help in two areas: receiving and providing feedback, and building alliances, so we can move forward with confidence. After a few months of giving our best try, we mutually agreed that this wasn’t the right fit. Tubular took full responsibility and instead of terminating the employment as a result of a failed PIP (performance improvement plan), we provided support and career coaching sessions to assist you in finding a new role that would be a much stronger fit and make you overall much happier.
On your second point, we fully admit that our DEI (diversity, equity and inclusion) work is far from being completed. We are very open about our percentages with all our employees, and we are working hard to improve them. In 2020 we implemented a series of DEI inclusive leadership training programs, workshops, created a dedicated employee resource group to partner with HR on DEI goals, and to continue to challenge our current processes and policies.
Currently we are happy to report that our Tubies speak more than 20 languages, and employee satisfaction measured in our October 2020 engagement survey was above 80% in terms of feelings of belonging and being accepted by leadership and immediate colleagues.
Once again, thank you for your review. We wish you best of luck!
