DoiT reviews

Thank you for sharing! Our training and enablement teams work hard to create comprehensive training programs for our fully remote global sales organization - I'm glad you've liked it! Being a completely remote company has a ton of advantages, but the flexibility and autonomy afforded by working remotely does mean that we rarely have teams in the same physical space for training, and instead support virtual training groups and/or employee-led learning depending on the topic. Either approach definitely requires a lot of focus and self discipline, along with comfort in reaching out for additional help or support on topics that may be more complex. Continuous Learning is part of our DNA as one of our core values and we expect our team to leverage every opportunity to grow and learn. We also lean on our team members for additional support when we need each other - knowing that someone willing to offer help is always just a slack or a call away. Kristen Tronsky, Chief People Officer @ DoiT

It seems like there might be some confusion. We practice continuous management at DoiT - ensuring that all team members have clear metrics. goals, and objectives based on the scope of their role along with regular 1:1 conversations with their managers about how they're doing, their strengths, how they can grow, and how management can best support their success. We don't conduct transitional performance reviews as we find that they aren't helpful in actually supporting or empowering employees. That said, when employees are struggling to meet expectations, we do put more structure and support in place as part of either a coaching plan or a performance improvement plan. I'd love to talk more and see where the disconnect is if you're open to it? Feel free to shoot me an email at Kristen@DoiT.com. Kristen Tronsky - Chief People Officer @ DoiT