WORK180 Reviews

The first point I’d like to address here is the accusation that I posted a review on the 30 Aug talking about poor hires. I do not condone that review point, and can imagine it may have been hurtful to read if believed it was perhaps aimed personally. The comment about a 90% turnover in the past 12 months is not factual. Our turnover has been 30% including involuntary and voluntary turnover (albeit this is still higher than we would like- the startup average is 25%). Regarding calling ourselves a startup, yes we have been in operation for close to 6 years however, for the first 2 years there were only 2 of us. Then when we raised capital in 2018, we grew very quickly and absolutely had growing pains in terms of not having the processes all worked through yet. This is what is meant when being referred to as a startup and we are very proud of the team for helping us define these processes as we go. For some, they thrive in a start-up environment. For others, it’s a big cultural shift and it’s not an environment for them. In my view, this is OK. We are all different, we can’t expect everyone to love or thrive in the rollercoaster that is start-up life. Here’s an article that outlines the differences between working in a startup vs corporate: https://talentspace.io/career-questions/startup-vs-established-company Our recent employee engagement survey (we use Culture Amp) shows a different narrative to what has been written above. In every area, we scored significantly higher than the Australian and UK averages. Examples include: > Work-life balance: 9% above the Australian average and 6% above the UK average > Feedback and recognition: 19% above the Australian average and 20% above the UK average > Leadership: 14% above average across both regions > Collaboration and Communication: 11% above average across both regions > Alignment and involvement: 6% above the UK average and 5% above the Australian average To add to this, WORK180 now operates on a 9 day fortnight on full pay. We believe that working hard during the week, means that people should be rewarded with a 3 day weekend twice a month. This was implemented in July 2020.

This statement is inaccurate. WORK180 (and the CEO’s) are not only interested in making money. WORK180 has a minimum benchmark employers need to meet before they can join the platform (which is how the business makes revenue). Over 100 employers in the last 12 months have not met the benchmark to join the platform and standards withheld, giving up revenue to ensure the integrity of the accreditation. It is a fact that the CEO’s are not the highest paid roles within the company. It is also a fact that during the budget freezes earlier in the year when the pandemic hit, the C-level executives each took a pay cut to provide one staff member who was due for a salary increase, their pay rise. In terms of being overworked, the employee engagement survey (we use Culture Amp) conducted in 2020 saw us score a 9% above the Australian average and 6% above the UK average for work-life balance (total score was a highly favourable 89%). To add to this, WORK180 now operates on a 9 day fortnight on full pay. We believe that working hard during the week, means that people should be rewarded with a 3 day weekend twice a month. This was implemented in July 2020.