Momentive Software reviews

In my opinion, it feels like the executive team is chopping away at benefits as a way to increase the financial return to a PE firm that has invested in Community Brands. It's impossible to know if this is the case, but it often times feels like that's driving many of the decisions being made. Changes to compensation and bonus plans, health insurance policies, vacation time, and 401k matching, seem like an effort to take benefits out of the pockets of ground level employees and drop them into the bank accounts of private equity executives. The changes made to the benefits packages have not felt like they benefit the employees, but have felt as if they were designed to increase profit to the new investors. Again it's impossible to know for certain, but it has felt that way many times. And add on top of that the seemingly quarterly round of surprise layoffs, and it can be very difficult to be hopeful and excited about the future of the company. I can't speak directly on what this affect has on the product lines themselves, but it feels like Marketing and Sales teams have been reduced significantly since these mergers. If investment is being made into R&D, the results of that investment are not yet clear outside of that department. If these decisions are part of an effort to maximize financial returns to a PE firm, then the decisions make sense for that firm and for the executives who may beholden to such a firm. But the result of those decisions have felt like a rough hit for many employees. If you are a person considering joining the company, or a client considering purchasing one of the products, you may want to ask questions to your recruiter or vendor about what effect the need to drive returns to a PE firm has had on employees and the product.

If you watched the movie 9 to 5 and thought the CEO was the real victim, this is the place for you. The head at Community Brands is surrounded by people who consider modernity at odds with their current agenda for employee satisfaction and quality product to send out to customers. What they call a “benefits package” is the bare minimum for any industry and much of this is due to HR helping out old friends in the Insurance and Retirement business who should have retired in 1989. As far as the packages sent out to customers, the general thought process is that releasing bug riddled product is fine because Support, which is woefully understaffed, will be able to successfully navigate amidst unhappy customers and a management team that will throw each support person under the bus at the first whiff of blowback. The Support Management Team method of management is either micromanaging, or holing up in conference rooms or meetings to avoid providing support to their team. This team doesn't show respect for their people but prefer to pigeon hole all employees using a very complex algorithm that calculates who is ready to leave if they don't receive a promotion and who is management's favorite. Do not be fooled. You are only a number. On the bright side, if you think that doing a good job means meeting the minimum basic requirements, you’ll be able to “work” here until you get tired of having benefits chipped away to non-existence. The only people that deal with any consequences in this department are those who say aloud that the company is getting worse rather than better.