Nepotism and lack of direction - werkgeversreview Software Engineer bij Stacklet

Thank you for this review and for recognizing our culture of valuing our employees, treating them as whole humans, and encouraging balance between passionate work and life outside of work. With regards to our systems, we leverage a serverless, event-based solution to help other organizations modernize and become more successful in the public cloud. To your note about nepotism, one of our core values at Stacklet is “Empathy & No Brilliant Jerks." We want to continue building strong teams within our organization where all voices are heard and valued. If there are specific instances where you feel that any level of favoritism has occurred that has negatively impacted you or the company, please let P&C know immediately. The way we establish direction at Stacklet is consistent and transparent. We currently use a goal-setting framework called OKRs. These are evaluated, adjusted, and published on a quarterly basis in an open way across the entire company. Each quarter we run two-week agile sprints that are also evaluated by the entire company to iteratively make and measure progress toward established goals. Our CEO communicates our corporate progress to the whole team on a bi-monthly basis. One of our core values is to "Move Fast & Take Risks," so it can often appear we are changing directions. This is different from lacking direction. Please reach out if you have ideas or suggestions about how we can improve our clarity and communications about direction. Another core value across Stacklet is "Disagree & Commit." We welcome different opinions and ideas - that's how great products are created! Our leadership is here to encourage team members to challenge the status quo and bring new ideas to the table, while recognizing that not all ideas will be implemented. If there is a persistent issue with a leader on your team, again, P&Cs doors and ears are open.