Avantages
The company is a recognized leader in its product segment and provides a unique, highly valuable service to its customers. Its core product and technical capabilities remain best-in-class. Many frontline employees are talented, dedicated, and genuinely care about the mission.
Inconvénients
Upper management in MN is destroying employee morale, creating toxic environment of mistrust and retaliation. Here is a non-exhaustive list of some examples: - Retaliation. While the company invests in leadership and review training for managers, in practice, honest feedback is not welcomed. In my experience, offering constructive feedback to an upper-level manager resulted in clear retaliation, which was neither subtle nor addressed by HR. While technically not illegal, this behavior is directly at odds with the company’s stated values. My case was not isolated. - Mistrust. After acquiring Hubs/Network, leadership promised to preserve its innovative and collaborative culture. Instead, that culture has been eroded. Many employees with deep institutional knowledge were laid off without proper knowledge transfer, creating long-term risks for the business. Others were given significant additional responsibilities without corresponding pay adjustments. Employees who devoted years to building the business have been let go abruptly, with little foresight or appreciation. - Economics & Morale. Company’s growth has been stagnant. To change that company is laying off long term valuable employees and gifting plastic bowls with a packet of Ramen noodles on employee appreciation day. True story. Much was said in the previous reviews about the noodles as well as about the notoriously low pay across all sectors of the compony compared to the market. The only ones who are compensated fairly are senior executives and HR. Director of HR is compensated 40-50% more than directors of other departments. Speaking of the senior management, while I cannot speak for all, some are arrogant and unapproachable, while some are incompetent in the areas where they should be competent. Example: Company procured a software solution from a vendor at a cost of $240k. The only problem was that there was absolutely no need in this software/solution and, moreover, internal GTS team did not even have the bandwidth to implement it. Company continued to pay for nothing, all while the most employees could hope for is a 3% annual raise max…and a packet of Ramen noodles.
