Broken Promises and Backwards Policies - Anonymous employee RETTEW Employee Review

To the employee who shared this review, Thank you for taking the time to provide your candid feedback. We want to express our sincere regret that your experience at RETTEW has led to these feelings of disappointment and frustration. We hear you, and we want to address your concerns thoughtfully and transparently. We understand that our recent change to the remote work policy may feel disappointing, especially given the flexibility that initially drew many of you to RETTEW. We're truly sorry for the disruption. As the workplace landscape continues to evolve, we believe that a hybrid model—three days in the office and two days remote —strikes the right balance to support collaboration, creativity, and a thriving company culture that benefits us all. We understand the skepticism regarding the timing of this change. Please know this change is not a departure from our core values or our commitment to being a great place to work. Nor was it influenced by any external factors, such as the company’s planned White House visit, led by the Employee Ownership Committee, or updates to our DEI initiatives. Our steadfast commitment to diversity, equity, and inclusion remains a priority. You raised an important point about being an employee-owner and the feeling that your voice isn't heard. This is something we need to address more clearly. As an ESOP (Employee Stock Ownership Plan) company, every employee has a real financial stake in RETTEW’s success. We believe this is a significant benefit and a cornerstone of our culture. However, being an employee-owner in an ESOP does not mean that every employee is involved in the day-to-day operational and strategic decisions of the company. That responsibility lies with the management team and the Board of Directors, who are tasked with making choices they believe will best position RETTEW for sustainable growth and profitability for all employee-owners. The statement "this is not a democracy" that you heard was an admittedly blunt and regrettable way of explaining this structure. It is not feasible to run a company of our size and complexity by committee, but we always try our best to explain the 'why' behind our decisions and how they ultimately benefit all of us as stakeholders at RETTEW. We will continue working to improve our communications. We are deeply concerned by the impact this transition has had on morale and retention. This is the opposite of what we want for our company. We are committed to rebuilding trust, improving communication, and making in-office time meaningful. We ask for your patience and understanding as we navigate this transition. We are dedicated to ensuring that RETTEW continues to be a place where you can build a rewarding career. We are listening, and we are committed to improving. Sincerely, RETTEW