Gartner reviews

Where do I start… I did the boot camp training and that quickly let me know that this company was horrible. 2 weeks in a crappy hotel in Ft Myers then a week home then back for 2 more weeks. During this training it was super high pressure and you would present a complex sales methodology you just learned and let your leader shred you in front of a group most weeks. We also had a ton of homework. It was so bad that we had a guy have to get anxiety meds from his dr while there because he was having panic attacks and several were in the lobby crying at times. Worst. Experience. Ever. Management here is frat culture style. I had a manager who was young and happened to be promoted because she had a great account that produced. She was lazy and had no clue about leadership. She was supposed to come in town after I was done training and take me on customer meetings. It took her a month which set me back a month. She met with me twice a week and in one meeting she would tell me I was doing great and the next I was about to get fired. I have never experienced such poor leadership in my career. My team were all pretty much snakes too. They would go back to this manager and tell her about any and all conversations then bend things to make you look bad. As I was going through bootcamp I realized that Gartner is a really fluffy product and also very expensive. The accounts that I inherited did not see value in the product and quite honestly for the cost, neither did I. They want you to deploy their sleazy sales tactics that these CIO’s needed this license vs a full time 6 figure FTE. Most of them have heard the script before and are eye rolling. There is zero diversity at this company. The AE’s mostly all look the same either former college frat boys or attractive former sorority girls. The culture is very high school or frat style anyways so this makes sense. Once I started here I knew it was a big mistake. This place wore on my mental health and I couldn’t wait to leave.

- Limited mobility for internal roles if you’re not located near an office (leadership is making it clear they want people back in offices while publishing research to the contrary) - Slow to change and to adopt augmented resources for employees; they prefer to build vs. buy tech and it’s disastrous - Love to hire failed McKinsey suits that bring the 10x / continuous improvement mindset to a level that is pushing the workforce to burnout; expecting high attrition after March bonus payouts - Below market pay; it’s better to leave the org and be a boomerang employee than to be promoted internally - Leaders do not listen to nor trust their employees; they’ve lost the human side of people management, even more so in the “post-COVID” era - If an employee quits or leaves, most teams are not getting backfills and remaining members have to pick up the extra work