Just a number - Project Manager bei Cellnex Telecom: Mitarbeiterbewertung

Thank you for sharing your feedback regarding your experience at Cellnex UK. We do value the opinions of our employees, both positive and negative, as they help us identify areas for improvement. I am sorry if you feel that your concerns have not been adequately addressed. If you do not feel that you can speak to your manager, and I am disappointed to read that, the Colleague Consultation Board (CCB) can be approached and views shared anonymously, and I would really encourage you to talk to that team. Alternatively, in our continued efforts to listen to colleagues and improve what we do, we also have anonymity boxes in each office (which are looked after by the CCB), the bi-annual surveys, weekly newsletter feedback options and the whistleblowing line, to share concerns or feedback, without having to identify yourself. I know that maintaining a healthy balance between home and work can be challenging in a fast-paced industry like ours, and we are trying hard to create an environment that promotes that balance and values the well-being of all employees. Yes, we do ask for colleagues to be in our offices, or customer/supplier offices, three days a week. Home working is good for efficiency; research has shown that, but it is not all about efficiency and what homeworking does not enable, is for people to really know and support those within their teams. Homeworking does not promote learning, especially for newer colleagues and nor does it help with creativity and innovation; connecting with colleagues is harder if always remote. We truly believe that a hybrid approach helps us to understand the business and break down silos, as well as creating a natural break between home and office environment. We are trying to strike a balance for colleagues and the company, between efficiency and collaboration, and as such, we are committed to a fair and consistent hybrid working agreement that supports our colleagues. The offices are all new and lovely, we put a lot of thought into what our colleagues needed and designed them for ease of access, comfort, and collaboration. I do take your comments about management and their approach to work culture seriously and would be keen to find out more about what in particular is a concern to you so that we can try to address it. Please reach out to me directly, or through any of the anonymous channels we have put in place and highlighted above. We have trained mental health first aiders and an active wellness programme - all activities are promoted through our weekly newsletter and Teams channels. Our leadership team genuinely wants to foster a positive and inclusive environment where everyone feels respected and valued, we can only do that with your support and feedback. I understand your concerns about salary transparency; we believe in a fair and equitable compensation structure and while we are unable to disclose specific salary bandings, we regularly review our compensation packages to ensure they remain competitive within the industry. We encourage employees to discuss their compensation openly with the People team or their managers to address any questions or concerns. We are also working on the job architecture, ensuring everyone is correctly mapped, which will ensure we are paying people competitively. As you will have seen we recently ensured equality of bonus percentages across all teams and made salary increases where we came across any pay disparity and we will continue to work on this. Once again, I appreciate your feedback and will use it constructively to improve our work environment. If you have any further insights or suggestions, I would be happy to hear them. Eiad - People Team