Pros
At the start of my employment with GovStrive, I was inspired by the people as well as the nature of the work. There is a lot of flexibility at GovStrive to manage your schedule as needed and when I was an employee there was a fair amount of work/life balance.
Cons
Lack of Direction: Decisions are made behind closed doors and not communicated out more broadly. Being able to work through change and ambiguity is necessary in any consulting role, however when it comes to aspects that impact an employee's day to day / role those changes and impacts should be communicated directly. Additionally, as a growing company there will always be a never ending mountain of work, but there are too many in-flight priorities occurring at once. This, coupled with the lack of effective communication, means that there is little understanding of the prioritization and how these items tie into the broader corporate strategy. Performance Management Process: I am a firm believer that feedback should be communicated to employees in a timely manner so they can act on it and continue to grow. Year end feedback should never be a surprise for an employee, and every employee should be provided with an opportunity to receive feedback and make adjustments to not only support their personal growth but also the company. For multiple people this year, feedback shared in performance discussions was contradictory to what they were hearing from their project teams and supervisors throughout the year. This feedback was only shared with them, and in some cases their supervisors, during/after performance discussions and the decisions made led to shock and disappointment. As a company with so many individuals hailing from globally recognized brands with excellent performance management processes, I think more needs to be done to prevent these situations from occurring in the future. Core value "Don't be a Jerk": While a common value of many companies founded after 2010, it is not effectively practiced. Hierarchy here is VERY real and many times respect for lower level employees is not always demonstrated. Additionally, there are perceptions in the business that these issues cannot be fully addressed or discussed for fear of retaliation.
