Revolut

Above-market compensation.

Very talented team. You learn and grow a lot.

Strong values.

Recognition of high performers.

Workload is high. Complicated work-life balance.

Hard to reach goals independent of the hours you put into it.

A lot of pressure on individuals and goals; it's hard not to get burnt out over time.

Feedback from Senior Management is terribly delivered, sometimes even with almost zero context on what they're talking about, and it brings everyone down.

Feedback is sometimes delivered emotionally and in a way where instead of motivating you to improve, it brings you down and makes you feel incompetent, independent of your later performance grades. You can be exceeding, and anyways, senior management can give you feedback in a way that makes you feel you're doing everything wrong.

A more structured feedback where an employee is involved in an open discussion on things that, from management's POV, didn't go well, but giving clear examples, some action points, and the opportunity for both management and employee to discuss and understand each other, will not only result in more clear expectations but also improve the management/employee relationship and trust, the employee's mental health, and the overall later performance of the employee. Currently, senior management feels very free to judge things without any context whatsoever and tries to "be right" and justify why everything is done wrong, instead of trying to understand why people made the decisions they made.

Making employees feel bad/incompetent or adding a sense of urgency to have results in the short term should not be acceptable or a foundation of a healthy culture. It is extremely normalized that management feels very free on "venting" and talking to people like they're incompetent.

One of our values is to "Be logical." This is not an excuse for saying things without caring at all about the other end. Taking into account employee's mental health and emotions when talking with them should not be a slowing factor for the company, but neither should it be completely ignored. And in my experience, senior management are not doing a very good job on this. They're the worst ones at applying the "Be logical" value since they will easily trash a feature without any strong reason. Something small might not have worked or required improvement, and they can treat it like you've done a terrible job and the feature is trash. That's emotional feedback, not logical.

It happens to all of us on a somewhat regular basis.