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There are very few people in the company who possess these traits and it shows in how little gets off the ground and how slow progress on most projects is. Likewise, the Leadership Team have on a few occasions placed very junior inexperienced people in senior roles without giving them adequate training or constructive feedback on how to grow into their role. Despite lack of progress or momentum from certain staff who report directly in to members of the LT, there seems to be zero accountability or action from the LT to encourage a higher standard of working. There is a constant barrage of company wide ‘thank-yous’ and praise from the CEO, to staff who for the most part are just doing the basics of their job.
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What is working from home like at Giffgaff?
Credit should be given where credit is genuinely due, not for every tiny job well done... Just think of Paul Hollywood’s hand shake in the GBBO. People who have only ever worked at giffgaff have it so good with the low standards and little accountability that I often wonder if most will struggle in the real world. About the mental and physical health of employees - it’s amazing in that sense. The company has really put its employees first during covid-19 and continues to do so.
Salaries and bonuses are well below the industry average. Be more ambitious and less afraid of failure. Sometimes a long shot is the right one. Whether it's about compensation and benefits, culture and diversity, or you're curious to know more about the work environment, find out from employees what it's like to work at Giffgaff. Have questions about working at Giffgaff?
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Another pro, is the Leadership Team are very approachable, although how much they retain, with everything they’re across is another matter. I think some of the LT genuinely care about making giffgaff better and they seem to have a good balance of personality types / challengers amongst themselves. The company goes out of its way to create social events and encourages team building, which is so nice. They also place a massive emphasis on diversity & inclusion. Stop blaming the pandemic and address the real issue - that your best people are leaving week after week because of the toxic-at-the-top culture.
Finally, being the “mobile network run by you”, we have the unique opportunity to reach out to our members on our Community Forum, or through initiatives like “giffgaff Pioneers”. We experiment with them, we ask their opinions, we have a full feedback loop which helps us deliver what our members really want. At times, giffgaff encourages a culture where it’s okay to be mildly-obnoxious, dishonest and arrogant, if it means succeeding in your career. If you’re a high achiever, with high standards and strong basic skills like stakeholder management, organisation and clear communication, then giffgaff might be a challenging environment for you.
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Unfortunately, issues are sometimes aired on platforms like this - the issue with this is oftentimes there is no context or background, and cannot be addressed. Giffgaff is fantastic place to work, with fantastic people, and an amazing office. We have all the tools and technology to work and collaborate effectively from anywhere. Our People Team work hard to ensure that our voices are heard, issues are addressed, giffgaffers are informed, and most importantly included.
We have a Technology Team who have broken the Telco mould in how we operate, build products and features, and how our tech stack hangs together and continually evolves and improves. There are progression opportunities internally for those that perform well and are ambitious. Time and time again I see someone get promoted and their position made available to another giffgaffer who’s building their career. Also, in the past 12 months, I’ve seen 2 positions on the Leadership Team be filled by existing giffgaffers. Both are examples which demonstrate a commitment to ensuring opportunities are available to the existing team, and building upon their experience at giffgaff so far.
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Perhaps it’s time to care about your staff as much as you care about your shareholders. Being part of a larger organisation - Telefonica UK - it's difficult sometimes to fend off corporate processes and bureaucracy as opposed to having a more pragmatic giffgaff approach. The most challenging of which is the time to complete a process, the amount of 'wasteful' steps needing to be traversed, and the sheer number of stakeholders needing to be involved. That said, I feel like we have the full support of the giffgaff Leadership Team to overcome these challenges - gaining more autonomy at the same time as aligning more with out parent company. 1) As CEO / Leadership it’s your responsibility to call under performers out & hold us accountable. Stop sugar coating feedback to people who desperately need it.
2) Put a stop to decision by committee - it’s an inefficient and chaotic way of working but is often mistaken for collaboration / empowerment at giffgaff. 3) Accept that you have to be the bad guys sometimes and make more decisions yourselves, instead of leaving it to under-qualified employees. 5) Share the things that aren’t going so well as well as the success stories...it’s more genuine. The time and steps taken first to test our ability to work from home before lockdown, and ensure our people were comfortable and safe through the period was impressive.
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Zero HR with little practical support for managers. Currently ticking boxes to achieve B Corp status for commercial gain. Lip service is paid to mental health when a diminishing number of personnel are expected to deliver more and more with less and less.
Before lockdown, and ensure our people were comfortable and safe through the period was impressive. The people first approach is something I've never experienced in any other organisation in my career. Secondly, at giffgaff, there are multiple platforms, some of which are anonymous, to make suggestions, ask questions, or air grievances. Our Leadership Team is also very approachable and they will make time to speak to anyone in the business, about anything.
