ADGA Group Reviews

Duly noted that there appears to be a spike in reviews from the software testers on one particular contract. I will respectfully respond to each of you in this campaign. As you mention, you were getting a foot in the door and had no experience. This might explain the issue you had with your wages. With respect to your comments on ADGA not caring, I couldn’t disagree more and should you or anyone wish to discuss this, please contact me directly. I believe that ADGA goes above and beyond and am proud of our track record of engagement. That said, we can always improve. If you have any specific recommendations we would welcome your input. Any modest donations that are requested for events go directly to charitable causes such as Soldier On, CHEO, etc. Again, I’m not in a position to respond to your comment on the employee survey without specifics. I’m glad your time with ADGA helped you gain experience and find work that is hopefully a better fit for you. Thanks for your feedback as it provides me with an opportunity to fact check and serves as a reminder to address some of these misconceptions at our next Town Hall. All the best to you!

Thanks for your feedback. Let's address some of the points you raise. Pros: Great co workers and team leaders. Cons: Employees are constantly leaving taking large swaths of knowledge with them. Allow me to highlight the inconsistencies in these statements. I agree with you: you have great co-workers and team leaders. Many of our employees and team leaders have been with ADGA 10, 20, and 30 years. The corporate knowledge is strong - one of the many reasons clients turn to ADGA for trusted service and why we have been in business 52 years. You question the process for advancement: it's a combination of skill, performance, and attitude; factors that are assessed over a period of time. Given that you've been with ADGA less than a year, presumably on one contract, your assumptions on promotions and progressions are, respectfully, ill-informed. You say we've done nothing but pay lip service. FACT: We have done more to increase pay and benefits in the 4 years under my leadership as CEO than was done in over a decade. Every single point you raise above can be refuted. If food truck rallies, long service awards, Holiday parties, team engagement events are a hassle, then I respect your choice not to attend. Note that employees do not disburse any costs for these events, ADGA assumes all costs and they are very well attended and appreciated. I have to wonder why you signed a contract with salary clearly stipulated when, less than a year in, you feel inadequately compensated? Finally, the focal point of your "constructive" advice to management is limited to Easter Monday. Depending on the province in which we operate, we meet or exceed statutory holidays. Easter Monday is not a provincially recognized stat. For our employees working in federal buildings, there is the option of taking TILL time or a vacation day to be compensated for Easter Monday. More than fair. Finally, the financials discussed at Town Halls as a matter of transparency address the scope and growth of the business. Your assumptions, again, are incorrect. You seem to mistake earnings for revenues and disregard the improved benefits, pension plans, and improved vacation allowance that the company has introduced at great cost to the employer. A company and its culture has to ultimately be a good fit for the employer and the employee. Based on your feedback, we regrettably don’t fit your needs. We wish you success with your future opportunities.