Bright Reviews

Thank you for taking the time to share your experience. We're genuinely sorry to hear that you've felt unsupported and that our workplace hasn't met your expectations. Your feedback about targets, communication, and management approach is important to us. We recognise that recent changes have been challenging, and we take seriously any concerns about how these are being implemented. We're committed to creating an environment where everyone can succeed and feel valued. If you're open to it, we'd welcome the opportunity to discuss your experience confidentially with someone from our leadership team—please reach out to the HR team if you'd like to talk. We appreciate you bringing these issues to light, and we'll be reviewing our practices to ensure we're truly living up to our values.

Firstly thanks for taking the time to write a review. Thank you for the positive points you have made however, I am disappointed to read your negative feedback on other aspects. We work very hard to support our managers and employees to feel valued and appreciated. This is done in many ways. We have a quarterly ACE review process which is the forum for you to discuss your achievements and progress plans and objectives with your manager. This is a two way process so if these reviews are not taking place, you are empowered to set up the review with your manager. Regarding your point about Personal Development Plans (PDPs), it's important to note that while your manager provides you with support and resources, PDPs are driven by individuals themselves. Our PDP process has been designed this way so that a development plan is tailored to your personal career goals and aspirations. While promotions are a potential outcome, the primary focus of PDPs is to empower individuals to enhance their competencies, adapt to new challenges, and achieve personal and professional growth. To that end, we encourage you to take an active role in instigating and shaping your own PDP. I am unsure who you are referring to when you say that you are repeatedly being promised a training budget for career development. You will be aware we have a Learning & Development manager who manages the annual training budget. All reasonable and relevant requests for development are given due consideration so I am wondering if your requests for training have been requested through the right channels. You will be aware that we actively seek and listen to feedback from our employees through our quarterly employee engagement surveys. We also have an employee voices group with staff representatives from across the business who meet every 6 weeks. The voices group have the opportunity to be part of employee engagement decisions and to give feedback and inputs on behalf of our employee’s. I trust this will give you some clarity on our processes. We have an open door policy in HR and L&D so please feel free to reach out directly to any of us if you would like to discuss anything further.