Gainsight reviews

Thank you so much for your thoughtful feedback. It's obvious that you care a lot about our company. I'm sorry we didn't live up to our values to you - particularly in delivering the Teammate Success part of Success for All. I want to take a few minutes to acknowledge your points. "Unfortunately, the recent post entitled "Modern Day Sweatshop" has the cold, hard facts right. For many, this company has become an unpleasant place to work, with no work-life balance and a prevailing sense of anxiety and discouragement. While employees in certain departments are clearly very happy and feel respected and valued, many (if not the majority) that are under one leader are not. That cross-functional team is subject to heavy-handed management that frequently circulates statements and "tips" across the organization which come across as extremely condescending, a bit threatening and often appear to be targeted toward a specific person or group, leaving one wondering "Who is it? Is it me?" It's a shame to rule a very talented, dedicated and hard working group through scare tactics and create such a stressful environment." As I mentioned in another post, I did an "Ask Me Anything" (AMA) on 11/2/2016 and said that it pains me that we've delivered this kind of experience to you. I've thought about your post many times over the last few weeks. It's a double failure on my part - that we caused you this pain and that I didn't respond sooner. In your words, I hear frustration around work-life balance and anxiety/discouragement. Both issues are personally important to me. I will admit that work-life balance has gotten more challenging as we've moved up market but we need to work on methods to address this. I committed to doing roundtables with all first year employees in the next 2-3 weeks and setup an anonymous feedback system to dive into these issues in more detail. Perhaps more important to me though than even those very critical issues is anxiety. We didn't deliver on the Golden Rule for you, as you suggest further below. We didn't treat you the way I'd want to be treated. And I know that anxiety and fear make any situation many times worse. To me, the starting point (but not the end) of fixing this is understanding, which is why I'm so focused on listening and learning in the coming weeks. That in itself isn't the answer, but I think it will open up more trust - or at least I hope it will! I realize none of this helps you but I want you to know that your thoughtful words will help many of your former teammates. "There are no performance reviews to help employees understand how they are doing and how they can improve, and there is no process for periodic salary increases. Unlimited PTO, which would ordinarily be a big "pro," can't be taken advantage of because of the pressure and workload." We definitely need to create a formal feedback system and we are taking that on as an OKR for Q4 and Q1. On unlimited PTO, this is something I've been thinking about too. I want to find more ways to encourage it and give people space for it - I'll be looking for ideas around this. As you may know, I definitely take time off for my family and I want everyone to do the same (for whatever they choose). The company value of "Success for all" in reality is "Success for some." I could not give a 1 star rating because I know some departments are well managed. While the feedback is tough, our values are everything, so if we are missing on them, we need to be held accountable (and hold ourselves accountable). Thank you for doing that. Advice to Management Make sure that everyone, no matter what their position, understands and embraces the concept of "The Golden Rule." Agreed. This is personally important to me. I'm very sorry for your experience but thank you immensely for the input. If can ever repay the favor, I'd be glad to. Nick Mehta, CEO