Pros
* Hiring for values fit: if this can continue, then the org will get back on track to becoming an Employer of choice. *Seeing the CEO live the values is not only inspiring, it is creating the kind of place I want to work because then I can trust, the ecosystem is still growing from its center (not just top down or buttons up). *Openness to try something - it has only been six weeks but I have felt welcome to create new channels in Slack (started a pets channel) to connect more during this strange time. * Speed and professionalism and how human the recruiting process as. I was wished a 'good conversation' from my recruiter, not 'good luck with the interview'. Words matter! It put me at ease and was a good reminder this process was a two way street, like healthy adult relationships should be! Let's keep it that way! *My team - open, curious, welcoming, smart, and self-starters. What more could a manager ask for? *My peers - down-to-earth, helpful, open, curious and honest. *Transparency - there is work to be done here, but in the People team there is a very healthy level of transparency. *For the most part leadership reflects on where they are going, how they are getting there and course corrects (I think before it's too late). +Berlin office - looks modern and open, and just the right balance for teams and individuals to get work done, at least it will be when we can get back there!
Kontras
There is quite a bit of distrust - a natural state when an org change is done with less than thoughtful roll-out process and a big gap in communication frequency, consistency). I did not experience it, but sounds like it was a typical ripple affect (lack of trust in leadership, low motivation, feeling of being expendable, not following values, etc). * Improvements to IT onboarding, ie. getting equipment (a choice or at least the right stuff, better communication), a buddy system, more connection points between newbies. *Benefits do not align with remote working so they seem silly (bus pass, snacks and coffee in the office... time to change that)
