- no clear career path unless you do it yourself
- no compensation plan even though it is already almost end of February so you do not know what
targets you will be working towards
- micromanagement
- lots of internal politics
- resistant to change
- favouring "yes" people over those ones who are innovative and want to change something
- not truly customer-focused
- analysts sometimes fail to dial into calls with clients; sometimes they deliver poor quality calls
which does not help as Gartner's reputation depends on their analysts
- small chances of promotion unless you are with the company for a number of years
- poor information sharing between client partners and the sales community
- poor CRM choices and an enormously long intergration process with various lines of business -
sales are not using the CRM fully to share information
- big staff churn
- it is easy to burn out because there is so much work and pressue
- tight metrics seem to be "god" which means that managers can overlook other, "softer"
employee's attributes and achievements
- senior managers avoid answering simple questions about compensation and use decoy
techniques to turn employee's attention to some unimportant matters
- too many cumbersome processes and procedures which are hard to follow for a new starter and
slow everything down
- unfair stack rankings because they are not based on equal territories - how can you compare
people's performance if their territories across the group are so different from one another?
- client services are not always client oriented and user friendly (they'd rather follow their process t
than be client focused which is very sad)
- poor visibility across various business units such as sales, client relationship organisation,
consulting, events - the list just goes on and on
- they are not practising what they preach
- unnecessarily long and complicated interview process which can out you off...
