#SCRATCHPAD COMPANY FULL#

They are happy to share their perspective.

If you’re reading this and curious about what it’s like to work at Scratchpad, I strongly encourage you to reach out to our employees. Much like in sales, we need to do some discovery to unpack the desired outcome so we can evaluate the best solution. For example, when someone asks for an email cadence or a customer success manager, the first question we ask is what are you trying to accomplish. We encourage people to speak up about their experience - it is truly valued and integrated into our decision-making. We're assuming your post here along with the false assumptions are coming from a place of frustration after being fired due to your concerning behavior, which is why you have failed to mention the many people at the company that have been promoted and the many initiatives launched and changes made based on employees advocating for change (e.g, creating two completely new roles, including Customer Experience, which others call Customer Success).

#SCRATCHPAD COMPANY FULL#

All reps that have departed have been paid full commission on all deals closed before their last day. We have only had one sales rep leave Scratchpad voluntarily, and they are currently taking a break from work. Being discrete is important in these situations, especially when ending with termination of employment. It's not surprising that you don't know about the feedback provided to others because we aim to keep the constructive feedback between the person and their manager. We've had many instances where people have made radical improvements and appreciated the opportunity to improve - and some have received multiple promotions since! In other cases, if after a period of time the behavior change shows no improvement or simply a lack of motivation from the person to improve, we take action, which could mean exploring other roles at the company that might be a better fit, if the will is strong but it's a mismatch of skill, or in terminating the employment if will and skill are both misaligned. We believe in providing clear, candid and consistent feedback so people have an opportunity to understand the behaviors that need to change, the impact of their behaviors, and develop a plan to improve. When we see behavior from employees that are against our core values, create poor customer experiences, and/or misaligned with a high-performing team, we respond. We care deeply about creating delightful experiences for our customers, our employees, and about our core company values. It's a natural part of building a company and a high-performing team, which is important to us. Yes, we have fired salespeople and others across the team. Once we’ve made the decision to bring someone on to the team, we have a regular dialogue, provide feedback, and assess performance as it aligns with each role scorecard and our values. We want to make sure each person we hire will be set up for success at Scratchpad. Thank you for bringing this to our attention.Īs an organization, we’re thoughtful about who we hire and continue to work with. We're working with Glassdoor to correct the issue. So we investigated and discovered the CEO approval rating is not a question for reviewers to respond to when submitting feedback on Glassdoor - that's why there are no ratings (not what you assumed). We appreciate you calling out the discrepancy between the positive feedback about leadership, which is not only reflected in other reviews but also in the consistent referrals for new hires, and the fact the CEO has no approval ratings in the reviews so far. Thank you for taking the time to share your feedback and perspective.

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