KIND reviews

Instead of telling employees not to post on Glassdoor, HR/management should be focusing on the larger issue at hand—even after lackluster efforts to improve employee engagement, turnover and frustration continue to plague the organization. While the idea of a “transparent” culture that encourages people to openly exchange ideas, feedback, and concerns with coworkers regardless of seniority, sounds promising, HR/management needs to understand that this behavior is not exhibited by most senior leaders and managers. If the organization wants to build this type of culture, the leadership team must first step up and lead by example. Regarding the senior leadership team, KIND is more concerned with bringing in additional executives instead of hiring more team members to help with the day to day functions that keep the business afloat. This leads to overworked and undercompensated employees who are expected to take on more than they are being paid or recognized for. Never in my career have I seen a company utilize temps as often as KIND does, proving how little the company is willing to invest in its people. The leadership team is quick to find solutions that are cheaper in the short term, but inefficient in the long term. It also does not help that these executives favor hiring people who they have worked with in previous jobs over well-qualified employees who have many years of experience with KIND. Together, these leaders are injecting a new type of corporate culture which boldly contradicts the values that KIND preaches about. With leaders referring to team members as “lower level” employees, how can KIND expect this place to ever have a culture that embodies kindness and empathy? This discouraging attitude and mindset is engrained into many of the new leaders who come from other organizations that are much different than KIND. Since I have just spent the last few paragraphs writing about the many failures of this organization, one thing I will give KIND credit for doing extremely well is building a façade and marketing itself to be a “cool” and “hip” place to work. While the perks seem great initially, there is a caveat to many of them. For example, it may seem as though the company is very generous with work life balance, starting team members with 21 days of PTO. However, there are no sick or personal days (PTO must be used), and on days with bad snow storms, members are required to work from home. If they didn’t bring their laptop home the night before, PTO must be taken. Furthermore, the equity that all full-time employees receive is also misleading. KIND has a policy where employees must give 60 days-notice before resigning. If a team member chooses to give the standard two weeks, all equity is forfeited—a disclaimer that the company conveniently leaves out when making its “we care about our employees” speech. All in all, this place is a complete joke. I’m very disappointed to say that I genuinely believed in the laid back and caring culture at KIND when I first joined. However, it didn’t take long for me to figure out what this place truly is—a circus from the 1930s that seems like all fun and games to spectators, but beneath it all, it is just a madhouse with overworked and underpaid employees and the CEO is the ringmaster, running this show to the ground.