Stay away - SEO Manager bei Blue Array: Mitarbeiterbewertung

Thank you for taking the time to leave such a detailed review. We’re sorry to hear that your experience at Blue Array didn’t reflect the kind of environment we’re committed to building. We always aim to create a workplace where people feel supported, challenged in a good way, and able to grow, so it’s disappointing to hear we fell short for you. We’d like to respond to a few of the concerns raised: Progression and investment: We acknowledge that recent changes have impacted how some teams experience progression. This is an area we’re actively reviewing, particularly as we look at long-term sustainability and growth. We know our people are central to that. Workload and client expectations: Balancing capacity and quality is a constant consideration for us. We hold monthly capacity meetings to ensure capacity is distributed fairly across the teams. Your feedback highlights the need for us to be even more transparent in those meetings, as well as how we manage resourcing and support teams during peak times. Culture and feedback: It's concerning to hear that our feedback mechanisms didn’t feel effective. We currently have several feedback channels outside of leadership Q&A, including listening boxes, eNPS surveys, and monthly pulse checks, in place as regular channels for team members to share their thoughts and feedback. As an SLT, we also make time to speak with every person in the business each month, between us, not just to check in, but to listen and gather honest feedback. This doesn’t take away from how you felt during your time with us, and we recognise that impact matters more than intent. However, we want to emphasise that we are actively working to build a culture where everyone feels heard and valued. Diversity and inclusion: We know this is an area where we always want to do better. Our commitment goes beyond good intentions, we’re focused on making real, visible change. We have an established and dedicated DE&I panel to help drive this work forward and ensure diverse voices are heard and represented across the business. We also actively celebrate diversity and inclusion throughout the year in meaningful ways, from commemorating Black History Month and promoting meaningful conversations and education during Men’s Health Month, to opening up and creating a safe space on Brew Monday, and fostering open discussions and awareness across the team. We’re continuing to invest in the right conversations, training, and partnerships to support meaningful, long-term progress and to make sure inclusion is embedded in everything we do. Management and trust: Your feedback on micromanagement and psychological safety is taken seriously. It’s never our intention for anyone to feel disempowered or unsupported. We always aim for our leaders to be people-first, not process-first. Over the past two years, we’ve invested in structured management development, including ACAS training, in-person workshops, and the ‘Power of We’ programme, which was rolled out across the business. One of the key outcomes of this training was the co-creation of a Charter, which sets clear expectations around how we lead and support each other., We’re committed to developing a consistent and supportive management culture that truly reflects our values. We’re grateful for the time you spent with us and the contribution you made to the business. While this may not have been the right long-term fit, your feedback helps us continue to evolve. We wish you the very best in your next chapter. If you'd be open to a confidential conversation with our People team, we’d value the opportunity to hear more and learn from your experience. — Blue Array People and Culture Team