- My manager or, in Gusto speak, "my people empowerer ("PE")" Unfortunately, I had a rocky relationship with my PE. Unfortunately, the way Gusto's performance management process is set up is that it is completely up to your PE's discretion to assign you a rate, which then has negative impact on things later down the line. (i.e., promotions or future compensation increase). PEs come in all shapes and sizes, some are clearly not ready to lead a team but are forced to due to company growth. To be honest, why does Gusto conduct the values/motivation alignment interview if you hire employees that do not care about their own team and just their image? Terrible.
- Be honest. While we preach our vision, mission and values - it is not always lived out. Just like other companies. We spend so much time talking about our customers, but where is the focus on employees? For example, the ownership mentality is held to an exclusive pool of employees and you can just translate this into being responsible for your work. You set employees up with unrealistic expectations and it all comes crumbling down, when they realize Gusto will ALWAYS act in the interest of their finances and customers. Not what is beneficial for employees.
- Lack of focus on the employee experience. Gusto does a stellar job on the candidate interviewing process, but there's literally no support onto the rest of the People Team where they need the most help to help engage and uplift the current Gusto population. Growth should be strategic, both at the beginning and the end of the employee lifecycle.
- Decent San Francisco office, but poor communication. It is in the Dogpatch, so it's grungy and industrial. The pathway to work was demolished over a weekend and there was no communication.
- The office's temperature is never right. It is either way too hot or way too cold. In the winter, they turn on the floor warmers, but given that the office is literally a warehouse it turns it into a greenhouse. Way too hot, people are complaining and sweating all the time.
