Think Dunder-Mifflin, Office Space or Dilbert - Mitarbeiter (anonym) bei R3 Continuum: Mitarbeiterbewertung

This former employee has a right to their opinion as do the 100 employees who overwhelmingly do not agree with the comments above. Clearly this employee did not enjoy their experience here and I'm sure that had they communicated with either their manager or HR, we would have done something to help their individual situation. Sometimes, however, there are employees who, for whatever reason, will not be successful no matter how much assistance or energy is devoted to developing them. As a relatively new HR Director here, I have made a concerted effort to assist every employee that has come to me with a concern. We recently did a compensation analysis and our findings were that we pay in the 50% quartile for the majority of our positions. Exit interview surveys showed that only 1 person in the last 3 years said that pay was their reason for resigning. Due to the nature of having a large number of entry-level positions at R3, the number one reason for resignation was another opportunity/promotion. As for our turnover rates, this employee clearly has their numbers incorrect. When you consider voluntary turnover, our rate is 15% company-wide with an industry average of 19%. One of our offices had the majority of that turnover due to a reorganization in the culture and therefore several employees felt they needed to move on. Millennial retention at R3 is 3.7 years which is higher than the national average of 3.2 years and our average employee has 3.5 years in the company. Our Executive leadership team is very engaged with our employees and consistently solicit feedback from those handling the day-to-day operations. Both our CEO and President routinely call or walk through the offices to get a pulse of the employees and discuss their concerns or ideas one-on-one. This is one of the reasons R3 was nominated as a Best Places to Work.