ReinMan wrote:
It is a great place to say it and it is well noted! Thanks for reaching out, and thanks for caring about our games! Your feedback is in no way contrary to what we already think about Austin, and it is greatly appreciated. We are big fans!
Yoshua, People are speaking from their own pain and experience. I am following all of it and looking at how to address concerns. Lonesomechunk, Totally understand your position and take none of the concerns personally. At the same time I recognize the proof is in actions from here. Thanks both for the kindness and caring enough about the company and the products to have concerns. You matter.
Like Jim, I wanted to take a moment to reply to the questions posed by the UPW. Quote: How do these executive leadership positions affect the individuals’ job descriptions and day-to-day responsibilities? There has been no change to my general job responsibilities other than adding the voice of the VP of Sales and EComm to the leadership team directly - that is, my day to day duties in regards to the Sales department or the website remain identical. I just have added a sales-focused voice to the leadership team’s conversations. Quote: Do these positions come with additional power to hire, fire, or discipline employees? The responsibilities to train, coach, support, and when necessary retrain or discipline employees within the department is unchanged by this move. As Jim mentioned, discussions regarding changes such as hiring and firing are generally handled through broader discussion, and this remains unchanged. Quote: What additional compensation has been offered to these individuals? There has been no change to my compensation package for joining the team. Quote: How were these individuals chosen for these positions, and what qualified them for this designation over other managerial employees within the company, not to mention outside of the staff? I joined the company this summer, coming to Paizo with 25 years of industry experience and the contacts and sales knowledge that comes from two and a half decades of distributing products to 3000 retail stores. That experience includes distribution of Paizo products for the entire existence of the company. As we move forward to expand the reach of Paizo both stateside and internationally, that experience and the contacts earned from it have already seen the addition of new sales channels and enhancement of existing ones. Quote: This is a drastic change to the makeup of Paizo’s leadership, but nobody outside the team was told anything about it prior to the original internal announcement. How long had these plans been in the works? Is it your position that company staff should not be afforded the right to learn about such significant changes in company structure before they are made official? The addition of a voice for the Sales department and Marketing department to larger strategic discussions is a natural progression, so I do not see this as a drastic change. If anything it is a codification of the existing flow of information and strategic planning. Quote: Given the concerns already raised regarding a lack of diverse points of view represented on the leadership (formerly “executive”) team at Paizo, what new perspectives do you believe these individuals bring to the table that were previously lacking? I certainly recognize the concern and acknowledge the optics here. I can say that in my professional history in the industry I have been a strong advocate for diverse hires and diverse views in leadership. In my prior employment, I was an aggressive advocate for broader viewpoints on our teams, and coached employees for executive roles, advocating successfully for diverse employees to be elevated to our Upper Management Team. That is a commitment that is unchanged by my move to Paizo. And again, I recognize some natural tension in that statement coming from someone with my demographic breakdown. The proof as they say is in the pudding - and I know, understand, and welcome the fact that I will have to prove that commitment via action. I do appreciate those with concerns speaking up, and appreciate that I work for a company that welcomes civil discourse even in areas of disagreement. Quote: What other personnel changes are you currently considering making without first consulting with affected employees or posting opportunities publicly? Again, this codification of a voice for the departments on the leadership team was mostly taking an informal advisory and making it a formal one through the department heads. I certainly intend to speak directly to the concerns and ideas of the employees of the department, and to work closely and in common goal with the employees under the forthcoming CBA. We are seeking and have in fact posted open positions for a CFO and an HR Manager with experience in working positively and to mutual benefit in a union environment and a diverse workplace. Outside of that, I am unaware of any major structural changes to the management team. Mike W |