Altis reviews

Thank you for your review. You’re right, it’s certainly hard hitting – a heavy blow. We were clearly not the right place for you to work, and we’re sad to learn that you experienced any and all of the items you refer to. There is no rebuttal for blindness or your experience. In the current climate of work from home and a heavy pressure on leaders to be all things from strategists, change managers, active coaches, among many qualities that must be present, it’s clear that all leaders including myself (KT) may not be present to the experience of each person. At the core – asking for input and taking meaningful action from it are essential steps. Our anonymous eNPS scores are not presently reflecting the low morale you refer to, although morale exists within a microcosm (although there is no defense intended here). You may have experienced low morale within a group, in particular if you were part of a group that was not feeling valued or fully self-expressed. I have personally just met with over 30 employees one-on-one from Windsor to Ottawa, and while I have long list of requests and wishes which we’ll work through as an organization, I didn’t hear the type of things you note here. Did you raise your concerns with anyone? If you didn’t speak with me, your leaders or HR, it would be hard to support you in causing improvements. It’s true that silence leads no where. What I do know is that in times of economic changes, political uncertainty, and digital headwinds, we have to be measured about every move. Our leaders may be taking the time to address elements one by one that require swifter action and attention. I’ve observed that there is malaise in the world right now; in that malaise, people need hope, kindness and care more than ever. More to consider and assess here. I’m also reflecting on KPIs. As you may know, our firm was strongly oriented toward metrics in our first two decades – I believe we may have had too many KPIs and measurements. In Covid and to reflect the needs to professionals in this business climate, we reduced and softened in the space of goal-setting, expectations and KPIs. The outcome is that many team members have requested more clarity and more guidelines. This is not in any way to create a culture of KPIs that are unattainable or excessive (I have learned in that regard!), however, some minimum metric is required especially where remote work is offered as a choice. Eg: where a Recruiter may have interviewed 15 people per week a decade ago, this number may have dropped to a handful of interviews in a quarter – I believe a middle ground is necessary. Often, KPIs offer a tool for planning and communication – as long as they are used wisely. 2023 was a unique and challenging year for companies, governments and leaders. What a shift from the Covid period, setting strategy and reaching goals post-pandemic… being present to mental health and the flexibility needed by our workforce… and re-imaging our futures based on AI and labour market shifts. I for one am glad 2023 is behind us. I trust that we can create the company we intend and foster the culture we seek in 2024. If you want to reach me, I imagine you have my cell number and email address. I would love to learn more from you. Kathryn Tremblay