MMGY Global reviews

There are some significant cultural and operational issues that need addressing. Staff are often made to feel like numbers rather than valued employees, with limited support in place. Concerns around bullying have been raised with HR, but there is a clear perception that these issues are not being taken seriously or acted upon effectively. Morale across the business is very low. It is not uncommon for conversations at lunch to revolve around people actively trying to leave, interviewing elsewhere, or expressing a strong desire to “get out.” This level of disengagement should be a concern. Staff turnover is notably high and appears to be above what would be considered normal. Dismissing this as typical attrition does not reflect the reality experienced by employees. The introduction of a four-day in-office policy was poorly received, with multiple concerns raised by staff. The communication itself—sent via email shortly before the Christmas break—felt poorly timed and did not allow for meaningful discussion. During a company-wide call in January, the CEO’s response to concerns, stating “if you don’t like it, get off the train and leave,” was perceived as dismissive and was a turning point for many employees. More broadly, there is a pattern where less positive updates—such as layoffs, compensation decisions, or policy changes—are communicated via email at times when employees are not in the office. This approach can come across as impersonal and avoids open dialogue, which further impacts trust and transparency. A clear divide exists between senior and junior staff, with junior team members in particular feeling undervalued and poorly treated. In addition, there is a tendency to overpromise to clients, which results in excessive workloads and contributes to burnout. Overall, there are serious issues around culture, leadership accountability, and employee wellbeing that require meaningful attention. Based on my experience, I would avoid this company at all costs.