Dysfunctional - Mitarbeiter (anonym) bei Iterable: Mitarbeiterbewertung

Year to date, 23 employees with titles Manager or above have departed Iterable. The company calls this "normal" and rarely vocalizes what they've learned and can change from so many tenured departures. Those in the company that are not in a constant state of burnout are either within their first 6mo/1yr or in a leadership role where they can stay oblivious to their team's struggles. Multiple times, engagement surveys have shown an overwhelming number of ICs feel like they haven't been communicated a vision/direction that inspires them or that they don't know what's required of them to succeed at their role. The company started rolling out OKRs 2+ yrs ago however often the deadlines from execs (C-Suite or VP) for finalizing and communicating these OKRs are missed. When they are finalized on time, the OKR may change a few weeks later after the execs have gotten around to getting input from above or laterally. Retros on OKRs from below almost never happen. This all results in a feeling like you don't know what's most important, when you ask for direction, your manager may not know or may change it shortly after, and you're in a perpetual state of busy but not effective. I'm used to HR teams looking out for the company/exec interests but never one so actively hostile towards constructive feedback. Among employees, there's widespread advice to "not trust the People Team". If you report to HR that your manager/exec is toxic, abusive, or hostile... you can expect to get gaslit or have that "investigation" get swept under the rug. Before I get the HR generic response on this review, I implore them to FIRST ask their HRBP team to reach out to the departments they cover, make a safe space, LISTEN to the feedback, and be totally transparent about your priorities. Don't ask me to "reach out to you", you've already violated that trust.