DeepL

The product continues to be excellent, despite everything.

The company has gone steadily downhill since the (no longer) new Chief People Officer was appointed.

Layoffs disguised as performance issues.

Engagement scores steadily plummet, with nobody listening.

More and more colleagues taking time off sick with stress.

Attrition is alarming—Jarek says it's 'industry standard' but he should look more closely at who is leaving: • Principal Engineers • Senior Engineering Managers • ERG Leads • The Culture Programs Lead • Staff Engineers • People who have been champions of DeepL's culture and mission for a very long time and now no longer feel they can work there

This is a sign that something is deeply wrong—as is the fact that the German colleagues now feel they need a Betriebsrat to prevent further mistreatment by leadership.

The rot started with the hybrid policy, and you are steadily destroying whatever goodwill you have with your workforce. Start listening to them before attrition puts you out of business. At this point, most of the C-Suite needs to go, but the Chief People Officer is the one most responsible for the talent you're losing.