InPost reviews

- They have a big issue with ego-stroking, it's not good enough to be polite and good at your job, you have to be present in the office and pander to other people's egos - Disjointed branding from a recent branding that works great in some areas and in some it doesn't. White lockers have no brand identity against competitors who are bright blue, green or yellow. - Obsession with being in the office for the 'culture' which consists of warm, double-booked meeting rooms and a coffee machine. That isn't a culture worth travelling hours for and spending £££ on. - A lack of planning and strategy that will come back to bite them in their growth journey.

- Unbelievably high first-year turnover rate, approximately half of which is people voluntarily leaving as they are unhappy. The company refuses to analyse route causes of this or do anything to address it. - Toxic directors who are unable to put trust into their teams. Middle management is essentially there to just carry out their orders and refuse/feel unable to challenge them. Directors have no manners or basic politeness when speaking to people or asking them to do things. Directors can almost come across as aggressive at times and this creates an uncomfortable atmosphere throughout the office. - No reward or recognition - in my mind this stems from the fact that people who hold senior positions in the People/HR team are underqualified for the role with no previous experience or formal qualifications in People/HR Operations. - Below market average compensation - bonus scheme was introduced last year however it's used as a means of under-offering people on their base salary. For example, if you are looking for £60,000 as a base you will be offered £55,000 + 10% bonus (so if you perform exceptionally well you will hit the £60,000 you were looking for). Again a sign that the HR/People team don't understand reward/recognition - Old, clunky tech - you'll be given an old laptop that was probably used by someone who left the week before. - Hierarchical organisational structure - whilst InPost preaches a flat structure this is not how it operates in reality. If 'important people' such as the CEO or Group-level Directors are in the UK you'll be expected to come into the office to be graced with their presence. There was something strange about the Group CEO flying in on his private jet to tell a bunch of people who had been under-offered on salary that we had to be careful about the money we were spending as a company