OpenText reviews

Lets detail the facts so you can formulate your own opinion to join 1. The company is a value company so the bottom line is everything! Growth, investment, innovation, employee value, all expendable to protect the bottom line 2. They buy broken and shrinking assets so by the nature of it you are selling, building, deploying solutions that exist and often decaying, are not priorities for customers or are commoditizing 3.,with commodizing solutions it's hard to sell more. So the renewal becomes everything. Power internally shifts to those teams and the field gets screwed along with customers. It's a viscous downward spiral seen by many a tech company death 3. A company like this can't attract or retain innovative and great leadership across all roles. Hence good people leave. Bad people stay.. Over the years it has resulted in a upper level leadership team that are incapable of action. Few good execs joined and now all left.. Leaving yes men 4. When you have leadership that is so mediocre then you get a command and control type structure in which the CEO dictates, monitors and tinkers with everything. This results in a paralyzed structure. It's on a scale unseen 5. The only way to keep the scheme going is to keep topping up through acquisitions faster than leaking out of the bottom. Works fine until even bad companies are expensive and then the bang moment .. It collapses

House of cards that has to keep acquiring new companies to make the financial statements look decent; otherwise, sales figures won’t meet expectations. Stock price is the only thing that matters. Many policies set at the top prevent organic growth. The accounting department is completely incompetent because transaction processers are purely administrative types with no accounting background or experience, are paid insultingly low wages, deflecting responsibility is either advocated or tolerated, and there is no personal accountability for issue resolution. Major reorganizations every year have the company perpetually chasing its tail. Maybe some parts of the company need to be agile; but, other parts should not be expected to change direction at a moment’s notice. Every time G&A functions change direction, they lose momentum. Every time there’s a reduction in force or someone leaves and isn’t replaced, that workload gets distributed across the remaining employees in the department, which is unsustainable. Burnouts are rampant. Good people are leaving because they don’t feel like they’ve been given the tools to succeed nor the authority to make impactful decisions without endless bureaucracy. Mid and some senior managers either fail to determine or communicate an end-goal or future state. Those communicated by the ELT are too high-level to translate into personal action. Managers have so much put on them that they don’t have capacity to develop and coach employees. Responsibility for making Open Text a great place to work is placed squarely on the shoulders of managers without changing anything else. New demands are made without any investment. Promises of incentive compensation plans for everyone haven’t materialized. Hiring internal candidates is a cost savings mechanism. The company refuses to pay internal candidates what an external candidate would be offered. Micromanagement and scrutiny are normal. Top management demands detailed reporting. There’s no consideration for the manual nature of reporting given the lack of tools. Constant reviews and emergency requests for information waste everyone’s time and impede performance.