Serco Group reviews

Too mant reorganisations resulting in constatnt new initiatives

Serco Learning is very segmented from the rest of the Group until it comes to profit & loss. Every few months there used to be an Ask Chris Hyman initative which is supposed to bring all the parts of Serco together but this is lip service & in the 3 yrs I worked for Serco, Chris Hyman did not visit Learning once, dispite horrendous turnover of staff, (why don't people stay Chris?), issues with sick leave often due to stress (but perhaps not reported upwards as the HR Manager at Serco changed many times also & staff on sick leave sometimes did not return) & one office being closed, then relocating for a few months as the closure was clearly not thought through properly, only to move back to the original building after 6mths, wasting thousands of pounds, causing extreme stress to staff being made redundant and those left behind, along with a huge drop in moral and productivity.....shocking!. There seems to be a culture amongst the Directors & Senior Management Team of 'watching ones own back' rather than really sorting out the issues & at times it appeared that figure pointing was taking place & there was no real plan to combat the issues. Talented staff are sometimes overlooked or not supported enough to feel empowered to make the necessary changes across the company which is often working in silos & communication is poor. Certain areas are very overworked and under supported with staff not given enough training to be credible in their roles (implementation) and other areas such as Sales having training and better support due to the view that sales = money in. The company forgets that after sales, the other parts of the business (Support, Implementation etc) keep the customer satisfied and therefore likely to renew at end of contract period. There is very little support or concern for remote staff working from home or out on the field and it is easy to become disenfrancished. It would help greatly if the MD did not change every year or so as this would provide some stability to staff and customers. Staff who travel often do long days and cover many miles. There needs to be improved flexibility to enable these staff to work from home, recuperate if needed and some of their workload should be shared if travelling distance to reduce the stress. I've read all the Marketing material about how passionate Chris Hyman and the Group Directors are about Serco & desperately wanted to believe it. I'd like to see this passion bubble through all the SMT down to the staff but come on Chris Hyman, I know you are a busy man but if you are this passionate then why didn't you visit Serco Learning even once?