2y
Thank you for sharing your feedback; we genuinely appreciate it. As you may be aware, Open Partners has experienced significant growth recently, which has brought about many new challenges. We continuously strive to adapt to these changes and learn from them. Following our update and rebrand, we've taken steps to maintain high employee morale and address any issues that may arise. We've introduced regular engagement surveys and an app that allows employees to provide feedback about the business, either anonymously or with their names attached. All feedback and questions will receive a response, along with either a solution or a plan, which will be shared in our monthly updates.
Our probation period is a short three months, and we are proud to have a high probation pass rate. However, it's natural to encounter some failed probations as a company experiences rapid growth. While promotions are not guaranteed, this year, we've celebrated a total of 20 promotions in our organization of just 105 people. As we've restructured and doubled in the past year, we introducing a well-defined plan for employee succession.
It's worth noting that our organizational structure differs from the traditional corporate hierarchy. We intentionally avoid creating bottlenecks in decision-making. We emphasize the importance of mentorship and collaboration over a rigid chain of command. In essence, you may have a boss, but you won't feel bossed around. We encourage individuals at all levels to have the authority to green-light projects and make their roles their own. At Open Partners, you'll find an extraordinary degree of freedom and autonomy.
Regarding recongition, we have chosen not to adopt bonuses. We believe that bonuses can be demotivating, inconsistent, and unfair since not all employees have measurable KPIs to determine bonus eligibility. Bonuses can also induce stress and promote short-term thinking. Instead, we offer competitive salaries and regularly review them on a quarterly basis. We encourage employees to make a case for a salary adjustment if they believe they are not being compensated fairly. Additionally, we have various employee recognition programs, both peer-to-peer and manager-driven, which come with great rewards.
Recently, we introduced a new agile and flexible working structure to ensure that remote work does not lead to isolation. We've also established reasonable email response timeframes to maintain a healthy work-life balance. While some team members have different working hours due to personal commitments, there is no expectation for anyone to respond outside of their designated working hours.
We aim to inspire and motivate our team members to achieve their best. However, it's important to note that self-motivation is also crucial in our culture. We believe in a culture of freedom and responsibility, offering employees flexibility and ownership over their time, future and role. While this environment may not be the perfect fit for everyone, we are transparent about this and acknowledge that some individuals may be better suited to a more traditional corporate structure.
P.S. There's nothing wrong with embracing flexibility and a cool working environment!
