Wish I Didn't Want to Write This Review - SMB Account Executive Birdeye Employee Review

Most of my warnings to new employees is surrounding employee happiness and treatment. Much of this I tried to address time and time again with various points of contact in middle management, and I know many of my colleagues have as well and share the same frustrations as I do. BirdEye tells their customers that they need to be proactive and listen to stories about bad experiences internally so they can improve their business, but BirdEye hasn't been practicing that themselves. I hope management sees this and takes it more seriously than they did our recent internal survey responses and conversations. I'll break my primary grievances down without going into too much detail, but ultimately these factors influenced me heavily in my choice to leave the organization voluntarily and seek employment elsewhere. • BirdEye's sales department has evolved into being a very fear-based organization - employees are not going to be able to succeed, no matter what resources they have, if they are being demoralized on a weekly basis and they do not feel genuinely cared for - jumped from a 3 month PIP to a 1 month PIP during COVID although our PIP contracts did not say that policy was subject to change. - tell you that other companies are "not like BirdEye" and that you won't have similar opportunities elsewhere, and that you won't be happy/happier if you leave - people have taken FMLA and left due to mental health issues brought on by work - during the middle of COVID, the President addressed the entire SMB org and told all of us that if we're failing or unhappy, we need to get out of sales (I'm not kidding) during the height of COVID and small business shut-down -- leading to fear, confusion, and demoralization. • Employees are not treated like the "family culture" management is always talking about, but as disposable cogs in a wheel - some middle management gaslights employees over their concerns-- constantly finds other people or things to blame - dismissive of concerns of sales even when issues are permanent to sales success for the entire floor - many different departments do not respect employee work-life balance - handling of COVID related downsizing has been shady and unclear, again hurting morale and driving a feeling that the front-line employees are not cared for. (I cannot overstate enough that no one wants to work for someone/a company that doesn't care about them or their concerns in their role) - Constant changing of team/role responsibilities directly impacting teams' abilities to do their jobs, with little to no regard for their financial stability or day to day support in their role. • Pay is below industry standard, and while most of us were hired on as AEs to work inbound leads (a pro when your base is so low), the entire org has moved to outbound and our pay is no longer reflective of the work we do. Role descriptions were changed mid spring with no regard to anyone or their quotas - there are also BDRs getting paid higher base than AEs. • Changes are made with expectations of "results yesterday", but the changes are often unsupported - trainings coming after a change is rolled out-- product, CRM, pricing, etc type changes - enablement material such as email sequences (that sales is supposed to heavily rely on but does not have permissions to edit or alter) have still not been updated to reflect any of the multiple, significant changes our product has undergone in the last 5 months. Blame for this is never really addressed but is shrugged off - what little communication and transparency BirdEye did have has been totally lost, resulting in constant confusion and low morale - no one appears to *actually* be held accountable for struggles on the sales floor other than the reps with quotas and their managers - Overall disorganization and lack of transparency from top to bottom of org