6y
Thank you for taking the time to write a review. We are very proud of the pros you have mentioned, however we are sorry to hear that you did not have a positive experience with us overall.
In relation to your comment on transparency, we already have monthly CEO updates via the internal blog, and next month we are launching live quarterly leadership updates to ensure all employees across offices and departments hear the latest and greatest directly from the Leadership Team.
Our existing recognition initiatives include employee gifts on work-anniversaries, annual ‘Ebury Oscars’ and ‘Salesperson Of The Month’. We also have a strong meritocratic culture that rewards success, hard-work and achievements through fast career and salary progression opportunities. This year, we are looking to educate our managers on the importance of recognition and implement even more recognition initiatives.
In relation to your comment about the macho culture, gender diversity is something that we are discussing at a board level and are actively working on improving; we have a successful women-in-finance mentoring programme, we have nearly doubled the number of females at Ebury in the last year alone, and tripped the number of females in the UK sales floor. This is something that we are continuing to improve on in 2020.
We hire many graduates who are doing sales for the first time. It’s also a tough role that is not for everyone, and it is very natural to have a higher turnover when employees are not successful or they decide to pursue a different path.
Finally, we would like to assure you that we take allegations about team-managers and bullying very seriously. If an employee has any concerns of this nature, it’s advised that they speak to a member of HR to ensure that it’s addressed in line with the company bullying and harassment policy. We’d welcome the opportunity to discuss these allegations with you further, so that we can take action and ask that you contact hr@ebury.com directly.
