Ellevation Education reviews

Thank you for taking the time to share your feedback on your experience at Ellevation. One thing we really pride ourselves in is transparency so it's disappointing to hear you did not experience that during your time with us. We try to be transparent by having our leaders share as much information as possible and be open to answering any and all questions in a variety of settings through anonymous survey tools, a question feature in our biweekly all hands meetings, and even live on the spot questions in our semi-annual all employee offsites. We also share internal people metrics on diversity, compensation, and promotions with the entire company that many people find very refreshing compared to other places they have worked in the past. Maybe it would be helpful for us to add a pulse survey question to see how people are feeling about our level of transparency and find out more ways we could improve. We try to avoid favoritism as much as possible by posting roles internally, having a structured interview process, and involving panels of employees in the interviewing process. While we aren't perfect 100% of the time, we strive to avoid bias and favoritism through this process. We also provide training resources on interviewing, but I know we could do more to reinforce those learning which is something we are going to prioritize this year. We are very proud of the number of internal promotions! The majority of our people leaders have been promoted internally. We also see many transfers from team to team each year. We have had employees transfer into every team in our company. Many moves are seen from our support team to data integration, and into engineering. We also have may people transfer into sales, marketing, success, product, and even our smaller teams like People Operations and Finance & Business Operations. Last year after COVID hit we did temporarily stop our internal professional development budgets for a period of time like may companies as we navigated a tricky and unknown time. But this year they are back up and running and we encourage all team members to work with their people leaders to take advantage of the funds for their personal development. Our most recent investments in DEI initiatives have included working with an outside consultant to help us create a strategy so we aren't just doing things to check off the boxes, but are investing in areas to make long-term results. We are transparent in sharing our DEI metrics and open about the ones where we need to improve. We trained a group of employees to be DEI Champions and they recently facilitated conversations around race, how race impacts employee's experiences inside and outside of Ellevation, and how it relates to our work and our mission. We continue to support and partner with our employee lead team called DELL - Diversity at Ellevation. We fund that group to bring in outside facilitators on a variety of topics, most recently discussing social economic status and the intersectionality with other topics. We also co-host leadership team and DELL slack chats several times each year on a variety of topics. We have a lot more work to do on this topic but I feel good knowing we are taking it seriously, listening and taking action by continuing to invest to make a difference. In addition to unlimited vacation, we also have many paid holidays, sick days, and the entire company closes for the week or so between Christmas and New Years. We also have 100% paid parental leaves, adoption benefits, and more. We evaluate all of our benefits each year and are very proud to offer such a competitive package at an affordable price for a company our size. Thank you again for sharing your comments. Please note that this reply is not to dismiss any of your comments but to help provide more detail and context on the topics shared.

Thank you for sharing your feedback. We appreciate feedback in all forms and will do our best to address common themes. The people at Ellevation are certainly great and a big part of what makes our culture so special. Also, thank you for calling out our generous benefit plans. Investing in benefits is a key part of being a people-first organization where everyone can thrive. We're thrilled we just welcomed a new VP, PSO. We took the time to find the best leader for our goals and culture. Although it sounds like you weren't a promoter of the PSO team, PSO scored higher than the company average on the recent engagement score. Our new leader will continue to identify ways to improve the team's culture as they settle in. In regards to your feedback around growth, one thing we're proud of is the longevity of our team. Our average tenure is almost 3 years, even with considerable hiring pushes over the past two years. The career matrices you mention are a good start to setting consistent expectations. We've received feedback that there are opportunities to further embed the matrices into our performance and promotion processes, which is a priority this year. Last but not least, thank you for your feedback on the leadership team. It's really helpful to hear your perspective, and we will consider that against other feedback we receive about the accessibility of our leadership team. Given our open physical office, monthly all-hands, offsites, and heavy involvement in the day-to-day from our LT, I am surprised to hear this, but everyone's experience is different and we should learn from it. Thanks again for your time at Ellevation and for leaving a review! Winston Tuggle VP, People