VALA’s pros and cons according to ex-employees
10.09.2024
Perhaps one of the best ways to improve job satisfaction is by learning from those who have left the company. At VALA, we always conduct an exit interview, and we strive to apply the lessons learned as effectively as possible.
We recently reviewed the notes from the exit interviews of the last eight people who left us and summarized them into one document.
One of VALA’s core values is transparency. Because of this, we want to share these results with everyone, even the less flattering aspects.
However, please note that both the areas, improvement and strengths, are individual opinions. While the text summarizes the interviews of eight people, it does not represent a general consensus.
Exit interviews cover many other topics, but for the sake of brevity, we’ve compiled here the thoughts of those who left regarding VALA’s strengths, areas for improvement, and compensation and benefits.
Pros
Freedom & Autonomy
Many mentioned the freedom to choose how work is done, as well as the genuine opportunity to influence projects.
“Freedom: you get to choose how you work, who you work for, and the tools you use.”
Sense of community and low hieararchy
Almost everyone appreciated the sense of community, open atmosphere, and flat hierarchy, where it was easy to work and feel like part of the team.
“At VALA, people have always been really nice, especially the VALA Contacts and the People team. It’s easy to get along with everyone. The freedom to do things and the flat hierarchy have been great. It’s been nice to be part of a community with many testing professionals.”
Transparency & Trust
Open and transparent communication, as well as an atmosphere of trust, were praised. Employees felt that they were listened to and that their opinions were valued.
“VALA’s strengths are its inclusive atmosphere, interesting projects, flat hierarchy, transparency, and the feeling that employees are not just resources.”
Learning opportunities & culture
The opportunity to develop one’s skills and participate in various activities was important to many. A culture that prioritized people and their needs was seen as a significant strength.
“I see VALA’s strengths as a genuine people-first culture, opportunities for skill development, trust, freedom and responsibility, and the ease of organizing different activities.”
Interesting projects and the office
Interesting projects and a pleasant office environment were also highlighted as strengths.
“VALA’s strengths are the people and sense of community, freedom, flat hierarchy, and the office, which is always nice to come to.”
Improvement areas
Communities & project changes
There was a desire for more focus on developing the communities, such as making the groups smaller and setting goals. Improving project options and the project transfer process was also seen as important, especially for those in long-term projects.
“The communities feel a bit lukewarm. Should they be smaller? Give people more time? Set goals? Study groups work well.”
“As a suggestion for improvement, I see the project transfer process. I personally felt that things didn’t move forward quickly enough, despite my requests.”
Salary models and sales bonuses
Offering different salary models and the possibility of earning sales bonuses were suggested areas for improvement.
“Areas for development include offering different salary models and the opportunity to receive sales bonuses for providing leads.”
Career paths and consultant support
There was a call for more focus on developing career paths for more experienced employees and supporting sales efforts.
“Career paths for more experienced employees and investing in them, activating consultants to support sales, and we could also invest more in client-focused events.”
Internationalization and Recruitment
Some felt that VALA should consider expanding internationally and continue actively recruiting interns and juniors.
“As a suggestion for improvement, VALA should continue hiring interns and juniors and consider internationalization.”
Salary & Benefits
Overall, VALA employees were satisfied with their salaries, but discussions regarding raises were sometimes seen as challenging. In some cases, the transparency of the salary model raised questions, and employees expressed a desire for clearer criteria and justifications for salary changes.
Employees appreciated the offered benefits, such as ePassi, the stock option program, and the ability to use the office for personal purposes. Some suggestions were made regarding phone or bike benefits. The stock option program was seen as a way to increase commitment, though its role in salary discussions received some criticism.
“They were satisfied with the salary, and communication about it was easy. Perhaps salary discussions could be supported by career development.”
“They were satisfied with their salary and found salary discussions natural and well-justified.”
“They were satisfied with their salary, but salary discussions were occasionally tough.”
“They appreciated the employee benefits, especially ePassi, the Marbella remote office, the stock option program, and the opportunity to use the office for personal purposes.”
“They were satisfied with their salary. Regarding benefits, they didn’t visit the Spain office but considered it a bonus. Not the best benefits they’ve ever had, but still quite good. The 1000€ ePassi benefit was great.”
“They were ultimately satisfied with their salary, and money was not the reason for leaving.”
“They feel that VALA’s employee benefits are at a good level. The only thing missing is the bike benefit.”
“They were mostly satisfied with their salary but would have liked a larger raise in the last two years.”
Conclusion
According to the interviewed individuals, VALA’s key strengths are its flat hierarchy, freedom, sense of community, learning opportunities, and trust-based culture.
Areas for improvement include the development of communities, making project options more accessible, and clarifying salary models.
While there was overall satisfaction with compensation and benefits, suggestions were made for more transparency in salary discussions and the ability to choose certain benefits.
