Misogynistic Company with archaic culture - Avaliação de funcionários no cargo de Senior Client Executive na empresa Computer System Integration

We are disappointed to receive this feedback which we don’t believe reflects the culture at CSI that we take pride in, our business has been built upon and our employees are so proud of. We are always open to any fair comments that give us insight into the employees’ experience at CSI Ltd. Throughout your employment your manager and the HR team are always present to support you with any concerns that could be addressed. We are sorry to hear that in your experience that you didn’t feel valued or recognised. Over the last 2 years we have implemented a number of initiatives to improve employee experience as a whole including a structured performance development process, annual pay review cycle and internal recognition platform which have been received positively. CSI have completed a number of acquisitions, and whilst integrations sometimes doesn’t always go as smoothly as we hope, we endeavour to successfully integrate the employees and systems in order to aim to retain the knowledge and skills. In 2020, employees voluntarily agreed to a temporary salary reduction with the aim to support the business during the unprecedent times of the COVID – 19 pandemic. This voluntary salary reduction was repaid in full to all current employees in 2021. Effective September 2021 the company rolled out an annual pay review cycle, which will take place each September. This year we put focus on supporting our employees, with the cost of living crisis in mind, with a fixed increase based on salary brackets rather than a set blanket percentage increase. This was received positively throughout the workforce with employees both brackets proactively acknowledging the rationale. All employees with the exception of those within their probation period, benefited from a pay increase. Performance development process is designed to facilitate performance review discussions as well as career progression and development desire between the employee and their manager. Where these are discussed, relevant goals are set and where applicable training and development programmes and plans are put in place. We have mentoring and coaching in place and throughout 2023 we will be embarking on a more structured development journey focusing on job families, banding, career progression and succession planning. We have implemented initiatives through the business this year to improve internal communication these include monthly All Hands calls, Senior Leadership Team question channel, ‘a guest’ in team meeting programme and continuously encouraging return to the office, on a hybrid basis, to improve cross-departmental collaboration. The Senior Leadership Team are readily available and continuously encourage direct feedback through an open door policy. We appreciate the time taken to provide feedback and are always looking to improve. We are delighted of the journey we have been through to get to where we are today and plan to roll out more exciting projects and initiatives in the future as we keep getting better at what we do! We are fully committed to providing a positive experience and ensuring fair and equal treatment for all.