A company that really cares... - Avis employé SEO Manager Blue Array

Thank you for taking the time to leave such a detailed review. We’re sorry to hear that your experience at Blue Array didn’t reflect the kind of environment we’re committed to building. We always aim to create a workplace where people feel supported, challenged in a good way, and able to grow, so it’s disappointing to hear we fell short for you. We’d like to respond to a few of the concerns raised: Progression and investment: We acknowledge that recent changes have impacted how some teams experience progression. This is an area we’re actively reviewing, particularly as we look at long-term sustainability and growth. We know our people are central to that. Workload and client expectations: Balancing capacity and quality is a constant consideration for us. We hold monthly capacity meetings to ensure capacity is distributed fairly across the teams. Your feedback highlights the need for us to be even more transparent in those meetings, as well as how we manage resourcing and support teams during peak times. Culture and feedback: It's concerning to hear that our feedback mechanisms didn’t feel effective. We currently have several feedback channels outside of leadership Q&A, including listening boxes, eNPS surveys, and monthly pulse checks, in place as regular channels for team members to share their thoughts and feedback. As an SLT, we also make time to speak with every person in the business each month, between us, not just to check in, but to listen and gather honest feedback. This doesn’t take away from how you felt during your time with us, and we recognise that impact matters more than intent. However, we want to emphasise that we are actively working to build a culture where everyone feels heard and valued. Diversity and inclusion: We know this is an area where we always want to do better. Our commitment goes beyond good intentions, we’re focused on making real, visible change. We have an established and dedicated DE&I panel to help drive this work forward and ensure diverse voices are heard and represented across the business. We also actively celebrate diversity and inclusion throughout the year in meaningful ways, from commemorating Black History Month and promoting meaningful conversations and education during Men’s Health Month, to opening up and creating a safe space on Brew Monday, and fostering open discussions and awareness across the team. We’re continuing to invest in the right conversations, training, and partnerships to support meaningful, long-term progress and to make sure inclusion is embedded in everything we do. Management and trust: Your feedback on micromanagement and psychological safety is taken seriously. It’s never our intention for anyone to feel disempowered or unsupported. We always aim for our leaders to be people-first, not process-first. Over the past two years, we’ve invested in structured management development, including ACAS training, in-person workshops, and the ‘Power of We’ programme, which was rolled out across the business. One of the key outcomes of this training was the co-creation of a Charter, which sets clear expectations around how we lead and support each other., We’re committed to developing a consistent and supportive management culture that truly reflects our values. We’re grateful for the time you spent with us and the contribution you made to the business. While this may not have been the right long-term fit, your feedback helps us continue to evolve. We wish you the very best in your next chapter. If you'd be open to a confidential conversation with our People team, we’d value the opportunity to hear more and learn from your experience. — Blue Array People and Culture Team

Thank you for sharing your experience with us and for working with us for over three years. We genuinely regret to hear that you felt unsupported in certain areas during your time here. While we don’t recognise the culture you’ve described, we take feedback seriously and we always look to understand where someone’s experience may have fallen short of our intentions. To address a few of the points you’ve raised: - Until recently, we used an Employer of Record (EOR) for international employees, which wasn’t sustainable in the long term due to several factors, including rising costs. As part of our commitment to supporting people through change, we also offered practical help such as CV guidance, a job vacancy board, interview preparation and the gifting of equipment where appropriate, to ensure every departing team member was treated with care and respect. We understand this may have caused frustration, and how organisational changes can feel from the outside, but as a business decision to change our resourcing strategy, we want to reassure you that decisions are based solely on role requirements and business needs. - We have progression plan templates in place; our aim is to promote team members based on completion of these. As with all personal development, these do require drive and input from individuals, alongside alignment with both personal and business goals. We invest heavily in learning opportunities, but we appreciate that experiences can vary. Your feedback helps us identify where our approach may not have been as visible or impactful as intended. -We value recognition at Blue Array, where most of it comes from peers, whether through awards, internal shoutouts, or employee of the month, ensuring everyone’s contributions are acknowledged by those who work with them daily. - Simon and the leadership team remain actively engaged in the business, and we will continue working to ensure visibility and clarity across all teams. Your feedback is important to us as we work to improve how we support every team member. If you’d like to discuss your experience further, we’d welcome the opportunity to have a private conversation. We wish you all the success in your future endeavours. — Blue Array People and Culture Team