Jamf reviews

SE Management needs to be improved greatly

- Recurring Layoffs Multiple rounds of company wide layoffs created an ongoing atmosphere of uncertainty. Even when Support was not directly impacted, the repeated workforce reductions contradicted previous leadership assurances that layoffs would “never” occur, leaving employees in a constant state of anxiety about job security. - Mandatory Return to Office Policy The enforced RTO requirement for Support was introduced with minimal notice and no meaningful accommodations such as parking support or childcare, despite the stated goal of boosting “collaboration.” Employees were effectively told to comply or find employment elsewhere. This contradicted earlier commitments from leadership that Jamf would never mandate in office work, eroding trust further and causing significant stress for remote staff. - Performance Improvement Plans The use of PIPs increased noticeably, and the KPIs required to exit a PIP were often perceived as unrealistic or unattainable. Employees frequently felt that the process set them up for failure rather than supporting genuine improvement, contributing to a culture of fear around performance management. - Lack of Transparency Around Financial Health and Organizational Goals Communication surrounding company finances, long-term direction, and strategic priorities was often vague or inconsistent. This lack of clarity left many employees worried about the company’s stability and unsure how their roles aligned with broader objectives.