6y
I’m sorry you’ve found some of my responses on Glassdoor to be lacking. Admittedly, I don’t get out on Glassdoor that often but I do eventually respond to every review. In fairness, if you actually read through my responses over time, you would find plenty that are detailed and many that acknowledge the underlying facts of the review. Usually when you see a shorter response, it is due to one of the following reasons - 1) the review is positive and doesn’t really require a detailed response, 2) the review is about a personnel issue(s) which I can’t or won’t respond to in a public forum for obvious reasons, and/or 3) the review is unprofessional, personal, emotional and/or slanderous and it speaks for itself to anyone else reading it and my commentary isn’t necessary. In all cases, I try to take the high road even when the reviewer doesn’t.
Even though this review largely fits the criteria in #2 and #3 above, I will address the claims made around attrition being high in some teams. Now, let’s first get some facts out there. We track attrition, both voluntary and involuntary. In fact, it is very detailed tracking. We conduct exit interviews and survey exiting employees after the fact in order to understand reasons for leaving. As a company, our attrition is in-line with our peer companies (by location, industry, etc). Of course, being “in-line” isn’t good enough for us. It reeks of mediocrity or being average and we want to be the best. We want to be great and we can always do better. That is our focus.
We also track it by leader, from the immediate manager up to the Executive Leadership Team (ELT). We only have a handful of managers that have materially higher attrition in their teams/orgs than others. In every case, we dig into that team. We look at all the reasons and look for patterns. We coach the leader and provide feedback and give them ample opportunity to remedy the situation. Most do so. If they don’t, we will take action.
If the reviewer were also being fair, they would acknowledge that they don’t see all the facts or are not aware of everything involved in departures. They can’t know, nor should they. It’s why we don’t go into specifics on this forum or any other. It’s not professional nor fair to those involved. In our company, we publicly say goodbye to everyone that leaves in our Monthly Huddles. We don’t hide behind it. But we also don’t discuss the specifics and always take the high road. If there are real issues with a manager, we will address it. Perhaps not always in the time frame the reviewer wants, but it won’t go unaddressed. Those are the facts.
To the reviewer, you know where to find me if you want to discuss further. To anyone else reading this, I hope this provides some facts and context to go along with the review. In the meantime, I will continue to do my best to lead Abrigo and live to our core values of Heart and SOUL.
Best,
Wayne Roberts
Chief Executive Officer
