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Brief me about your experience. Tell me about your work experience. What's the smallest and biggest ticket size worked on?
Answered September 5, 2023
we have don't any policy like such
Answered August 24, 2023
there is no policy as such
Answered August 24, 2023
Negative Tone: Feedback tends to be delivered in a negative, critical, and confrontational tone. Instead of offering constructive advice, it focuses on pointing out faults and failures.Blame and Finger-Pointing: Feedback in a toxic culture often involves shifting blame onto employees rather than addressing systemic issues or acknowledging the role of leadership. This can lead to a culture of fear and defensiveness.Lack of Specificity: Feedback might lack specific examples or details, making it difficult for employees to understand exactly what needs improvement. Vague feedback can leave employees feeling confused and disheartened.Public Shaming: In some cases, feedback may be delivered in front of peers or even publicly, leading to embarrassment and humiliation. This further erodes employee morale and self-esteem.No Appreciation for Effort: Positive aspects of an employee's work are often overlooked, and any effort put in is rarely acknowledged. This can lead to feelings of unappreciation and disillusionment.Unrealistic Expectations: Feedback might not take into account the challenges posed by the toxic environment itself. Unrealistic expectations can contribute to feelings of helplessness and frustration.Lack of Support: Instead of offering guidance on how to improve, feedback might simply criticize without providing any solutions or support. This leaves employees feeling unsupported and unsure of how to address the issues raised.Ignoring Employee Input: Feedback can be a one-way street, with management refusing to acknowledge or incorporate employee input. This further alienates employees and perpetuates the sense of powerlessness.No Follow-Up: Feedback might not be followed up with any actionable steps or assistance to help employees improve. This lack of guidance can hinder personal growth and development.
Answered August 7, 2023
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Computer-aided learning is simply a natural development arising from improved technology. Makes Learning More Fun and how to create urgency for the clients
Answered April 30, 2022
No vacations. You have to beg for leaves
Answered April 12, 2022
Open Communication Channels: Encourage open and honest communication between management and employees. Create platforms where employees can voice their concerns, offer suggestions, and provide feedback without fear of retaliation.Leadership Training: Invest in leadership training programs to equip managers with the skills to lead in a positive and supportive manner. This includes effective communication, conflict resolution, and fostering a motivating work environment.Recognize and Appreciate: Regularly acknowledge and appreciate employees' efforts and achievements. Positive reinforcement can help boost morale and make employees feel valued.Set Clear Expectations: Ensure that employees have a clear understanding of their roles, responsibilities, and performance expectations. Ambiguity often leads to frustration and stress.Performance Feedback: Provide constructive and actionable feedback that focuses on improvement rather than blame. Encourage a culture of continuous learning and growth.Career Development: Offer opportunities for career growth and skill development. Show employees that their personal and professional growth is important to the company.Flexible Work Arrangements: Consider offering flexible work arrangements such as remote work or flexible hours. This can improve work-life balance and boost employee satisfaction.Promote Inclusivity: Foster a diverse and inclusive environment where all employees feel valued and respected, regardless of their background.Lead by Example: Senior leadership should embody the positive behaviors and values they expect from employees. A healthy culture starts from the top.Reward Positive Behavior: Implement a reward system that recognizes and celebrates employees who contribute positively to the work environment and culture.Empower Employee Advocates: Identify employees who are willing to champion positive change and involve them in initiatives to transform the culture.Address Systemic Issues: Identify and address underlying systemic issues that contribute to the toxic culture. This might involve restructuring processes, policies, and management practices.Seek External Support: If the toxic culture is deeply ingrained, consider bringing in external consultants or experts who can provide unbiased insights and recommendations for improvement.
Answered March 14, 2022
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