Underpaid, Undervalued
Ultimate Software averages about $20,000 under median salary. They get away with it because of the benefits, perks, and the propaganda that they’ve created around their “People First” culture. Emails go out every so often “encouraging” employees to write reviews and participate in surveys so they can make the various, infamous “great place to work” lists and get a few extra days of PTO the following year. It’s all for show. I want to believe that at the Chief level, the “People First” mentally is practiced but it doesn’t trickle down that well to the worker bees, where it truly matters.
The yearly performance reviews are based on gossip, misperceptions, or fabricated facts. Also, it’s all downstream and feedback on managers is never captured from their direct reports’ perspective. Reviews should go both ways.
Zero Leadership
Managers and “team leads” are order takers that don’t know how to really deal when an employee truly needs mentorship. Hired or “promoted” without having the “People First” mentality or qualifications. Decisions are rashly made. Escalations are encouraged. Work comes first. You’re either with management or you’re out. Outside thinkers/dreamers are not respected. Nonexistent life/work balance. Micromanagement. “People First” is a facade.
There was always some “leadership” training taking place for managers and team leads, which I hope they succeed to the benefit of the worker bees because as it stands, there wasn’t any benefit to us. The environment is very cliquey and leader-centric. Scare tactics are used by some thinking it will motivate the employee. Let’s just say there was a meeting centered around the fact that we had to be good and comfortable at making other employees uncomfortable. This came directly from our department’s Director, who very proudly admitted to enjoying that part of their “job”. Once you’re on someone’s bad list, you’re either perfect or not good enough.
Nonexistent HR
Ultimate doesn’t have an HR but more of a “Benefits” office. Forget about reaching out to “HR” on work related issues as those will be directed to your manager, which might as well fall on deaf ears as pointed out in my point above, Zero Leadership. When discussions with “HR” do take place, it will be done so between managers and the Chief People Office. Which by the way takes place after discussions with the managers but not with the employees themselves. It’s pretty much a one-sided story telling session where the manager persuades the Chief People Officer to see their point. At the end of the day, leadership will side with leadership. The grunts don’t have a voice.
I could go on and on and on and on…there were days I was driving to work and debating whether I should keep driving or move to another country and start a new life.
