Foco em números acima do bem-estar dos colaboradores - Avaliação de funcionários no cargo de Gerente na empresa Videojet Technologies

As pessoas são energizadas para trabalhar

sem muitos contras da perspectiva pessoal

“Unlimited “ pto if only you get an approval from your manager, even then they can tell you to cancel your plans because there is “an important meeting”

Advancement is often discussed but rarely delivered. Throughout my time there, promotions were frequently mentioned as future opportunities, yet in practice there was always a reason to delay or deny them. Even when moving into new roles, salary increases were minimal—typically around 10%—which did not reflect the level of responsibility or contribution. Compensation overall felt uncompetitive. I am aware of colleagues who needed to take on additional work to meet basic expenses, while leadership incentives and bonuses remained strong. This created a noticeable disconnect between employee experience and management priorities. One of the most disappointing aspects was the lack of internal growth opportunities. Instead of promoting employees who already understand the business and its operations, the company often chose to hire externally. This made it difficult to see a clear long-term career path within the organization. Additionally, there seemed to be little focus on employee retention or feedback. Since leaving, I have joined a competitor who recognized and valued my experience at Videojet, offering significantly better compensation—nearly double—and stronger growth opportunities. My background and understanding of the industry have allowed me to make an immediate impact in my new role. Notably, no exit interview or feedback process was conducted when I left, which reinforced my impression that employee perspectives are not a priority for the company. Leaving was ultimately the right decision