Me To We Reviews

No cons as per my experience

Because one of the few good things about this organization is the great relationships you can build, it is also a con because there is so much emphasis on 'social' capital' and 'building relationships and making friends' at this workplace. This can be very hindering on productivity & those who gravitate towards this organization - and you end up with an under qualified, overly eager team who is here to make friends & have fun. In addition, the pay becomes adequate if you are good at negotiating (MAYBE), but you will be made to feel guilty about requesting increases in pay or even be able to touch on the conversation of compensation alone. This offers a terrible environment where those who excel in positions leave prematurely because they come to a breaking point before upper Management steps in & offers them a package to stay. They build their pay structure on assuming people will continue to work for low pay & as a result, you will have excellent managers making bare minimum who leave after 6 months, and inadequate managers stepping in to fill the void thereafter. Similar to that, you will have amazing coordinators who can't live in Toronto for $27,500-$30,000, be offered no commission/bonus, be expected to work in an aggressive sales environment, be made guilty to have doctor's appointments during work hours and forced to make up time (even in addition to working Saturdays), work with senior managers/associate directors/directors who can't do the job they are teaching their coordinators to do, amongst many other pressing conditions, and then be forced to leave an inspiring organization with a terrible internal structure. Retention of high quality staff is not of focus, as I have seen many bright & intelligent people who can drive forward specific teams quit because they get to their breaking point. This organization thrives on the ability to manage to the 'average' workers, and has much difficulty being able to manage and inspire the few who challenge the way things are run & can drive positive change. Most of this is due to an inadequate HR & Senior Management team who has heard these complaints over and over again, yet nothing continues to drastically shift. The "I would love to take you out for coffee & understand better your concerns" comments are true. However, post coffee complaints / suggestions never go anywhere as these negative reviews over the 3 years have stayed consistent with very little change. These issues are brought up well before people exit, and it would be great for HR to realize their own faults and the large role they play in the incredibly huge turnover. You also don't need your staff to do a global staff survey to start addressing concerns that were brought up 3-5 years ago on a consistent basis.