Slalom reviews

Now, as far as I've heard about other branches, this feedback is strictly for the Palo Alto office. Don't know where to start: - Don't have competitive salaries - Not many benefits (health, PTOs) as compared other consulting companies. - Horrible PALs and Managers: push you to the brink of morale break-down and still keep beating you while you are down there. - Worst work-life balance: (work is the only life that will be left) - Managers/ Leaders don't know how to scope the work: probably need to get their foot in the door with the clients first that's why they show one of the lowest quotes in the market. - I thought I was the only one who felt these drawbacks of working here, but there were others and had the same complains; couldn't do anything but keep quiet. More than 10 people left around the same time due to these complains. - They probably say or show that they care about the feedback, but seriously management can't take any kind of scrutiny. So, if someone opens up by giving bad feedback, they are gone! - Force employees to provide good feedback on Glassdoor. It is one of the items on the checklist for new-hires to complete in the first three months. - Keep doing these small useless gatherings every quarter and put up a show how great their success is in terms of revenue, but lack serious human interaction and management skills (even though that's a major necessary skill) - Treat old employees who have gotten them leads and business as if it was their duty and they were supposed to do that. The list keeps going on, but I won't be reaping any benefits anymore with this feedback so I will end it here. This was all to warn who are seeking employment within this office.

Like another older post, it’s true the office has ‘lost it’s soul.’ That fun-loving environment is now replaced with a transactional sentiment toward employees, which is in contrast with the repeated mantra ‘people come first.' While the Big 4 re-invent the review process, Slalom Atlanta upweights it in a way only the Stasi could appreciate (go ahead, Wiki that) all the while claiming it can be on the cutting edge for clients’ needs. This is just one example of the office dysfunctionality. To add to the suffering, leadership is intent on creating an echo chamber, sitting in an isolated room off the main floor and eliminating those who disagree with their views on office and company strategy. These actions then lead to the required promotion of several people deemed less than ready for their senior positions, reinforcing an unenviable vicious cycle. The result? 1. A harsh ‘what-have-you-done-for-me-lately’ mentality now dominates 2. Systematic disengagement in many teams. All those ‘fun’ activities promoted by recruitment and during monthly calls quickly lose their luster when people drown their disengagement with drinks 3. The much-hyped People Management system is a charade; you will enter Slalom Atlanta at the peak of your skill set 4. Much higher turnover than in the past and relative to the industry 5. A loss of challenging voices (and females in leadership… until a recent promotion of females into leadership) 6. Subpar performance and lower bonuses Slalom national leadership is not much better. While there are 1-2 leaders who can point the org in the right direction, the others are lost, spouting various mantras and metrics with a short-sighted view on directing the organization. The result at the office level is, well, unfortunate. Some teams continue to do well. It’s essential to do your home work beyond the recruitment team if you’re looking to Slalom for a career move. Reading these posts is a good start, cautioning some of these are glibly fraudulent. Or fraudulently glib. If you are looking for a “career” here, be EXTREMELY careful about which team you join. With the short-term focus on results and no infrastructure for development, your most likely outcome of joining here is: work on average for 2-3 years and exit unhappily with lower valued skills than when you entered.