UpGuard Reviews

Hi there; I appreciate you taking the time to provide your feedback. I am aware of your situation and respect the difficult circumstances surrounding your exit from the business. Over the past year, we have been working hard to ensure that as our business continues to scale, we remain a place our team is proud to work at. An important part of achieving this is seeking regular feedback from our team - and acting on the areas they feel we need to improve on. As you know, we value trust and transparency - no bs, no games; and so I must admit that your comments took me somewhat by surprise, given your recent assessment of your time with UpGuard dated October 4, in which you indicated you were loving your role and saw great potential for future growth and opportunity. While I acknowledge your disappointment that your time here has ended and respect your feelings toward the circumstances surrounding the decision to part ways, I am deeply concerned by your comments and the serious allegations you’ve made against your leader and the company, which are inconsistent with your own comments as mentioned, along with the records of discussions held with you throughout your probation period and which highlighted the conduct and poor performance, which ultimately led to the termination of your probationary employment. As you know, the probationary period is intended to provide both the company and new starters with suitable time for us to get to know each other, to assess and determine if we are a good match, and to establish if there is alignment between the skills and abilities needed for success in their role, and those which are displayed by new starters throughout their probation. Our UpStarter Onboarding Program provides all new starters with a structured plan to guide their learning of both company-wide and role-specific content. This is supported by regular check in’s with the team members' manager to ensure continued progress towards competency is achieved. While we maintain above 90% probation pass rates, occasionally, performance or conduct that is inconsistent with our values or the role that someone is employed to fulfill makes it necessary for us to consider difficult decisions, which we don’t take lightly. With the knowledge that you were, in fact, informed of several performance-related concerns and that despite receiving additional coaching and support to overcome these, repeated discussions relating to the same issues were had and documented, and with consideration to the nature of your role and the potential risks arising from the repeated errors and poor lack of detail displayed, I believe the decision to end your employment within probation, was not unreasonable, unjust or unfair. While it’s regrettable that you felt compelled to leave a review, seemingly with the intention to mislead and portray the company and our practices in a negative light, I wish you well with your future endeavors.