8y
There's no sugar coating it, it sounds like you've had a rough experience—at least, as of late. We owe you an apology for that. You're right, we are right in the middle of some big transition/growth. That's meant that some of the things that we may have taken for granted have fallen to the wayside. Add to that, some of the things that were a great fit in the past, simply don't work with a company of 150. One of the big mistakes that companies can make as they grow is to assume that what made it wonderful in the past, is what will make it delightful in the future. So while we do want to hang on to many of our cultural elements, we really want to be better than that and evolve as well. That means that some amount of experimentation, exploration, and uncertainty lie ahead of us. The goal is to craft something even stronger. One of the things, we debate and struggle with is this notion: "Being small enough that each employees interacts with a great CEO is an advantage, but it's not scalable; so, how do you create a great culture without that easy intimacy?" The bulk of our answers and guidance will come from exactly what you advised: listening to our employees and doing a better job of it. Thank you for your thoughts, they're helpful.
