Dixa Reviews

Thank you for your review and sharing your honest thoughts with us. I’m sorry that you had a bad experience with Dixa. We’ve taken your feedback on board and have taken the necessary steps to address all of your concerns, including replacing management in London, and hiring an Inclusion (People & Culture) Partner in the London office dedicated to overseeing any cultural issues, and implementing strategies to change the culture that you endured. Though this was an issue specific to the London office, we are committed to creating an inclusive environment that does not tolerate favouritism or gendered biases across the company. As with many fast growing, albeit small, start ups, there are definitely areas where we will experience obstacles. Entering a new market, like we did in the UK, is very challenging and it takes time to create impact and success, but we’re very grateful to have some incredible people in the UK team expanding our reach and helping us grow for the long term. We are sorry that we can’t change your experience, but thank you again for your feedback in helping us make the Dixa a better place to work. I wish you all the best!

Thank you for your review, and leaving your detailed feedback and thoughts for us. I want to start off by saying I am very pleased to hear you felt the value proposition of Dixa is innovative and that the people you worked with were great, along with receiving competitive salary. We of course aim to be competitive and at market value with our compensation for all employees, and focus on hiring people that will add positive value to our culture. I do find it difficult to follow how you both loved the people you worked with but also felt they didn’t exhibit the values that we’ve built. I am truly sorry if you somehow felt that we do not embody our values, but I have to argue that we at Dixa take great pride and care over our culture and values - from management level all the way to the individual. We dedicate a lot of time and energy towards maintaining and evolving our culture in a positive way, such as in our culture workshops in all teams, and monthly team and company-wide conversations around the feedback we receive in Peakon on a bi-weekly basis. We definitely create opportunities for people to grow and develop in the business, and have multiple examples of employees moving into new roles in their own teams and into other teams. We are currently working on an even more concrete set up around levelling and structure for roles within all teams, so that it is clearer for everyone what they need to achieve in order to qualify for a promotion or role change. This is one of many great people initiatives in action right now, from our talented People team which is now 8 people strong across both People and Culture and Talent Acquisition. Of course, there are still many areas in which we can improve - as with most fast growing scale-ups! We have very ambitious targets and are an extremely ambitious bunch of Dixaterians. Most of the time it is as if we are building the rocketship whilst launching and navigating it at the same time, which makes for a bumpy journey. We are implementing new training and onboarding programs, spearheaded by our new People and Culture Onboarding Partner, and we have a greatly flexible policy in place for working from home and having flexible hours to suit the need for balancing work with families and social lives. The kind of environment and pressure in a scale-up is not for everyone. It is a shame it didn't work out in this situation, but we do value your feedback, so thank you for that. I sincerely wish you the best of luck finding happiness in your future!