Workday reviews

the company runs on technology written in 2000 even though its still "new" for HCM business. Irrespective of that if you are a smart technical person there are tons of reason why you should NOT join here unless you want to work for a government like job 1. innovation is highly discouraged and you can not change anything in the architecture/code unless you are one of the very few who joined the company in the initial stages. You are highly encouraged to be part of status quo and do whatever they asked you to do in the way they asked you to do. 2. EVERY decision has to be stamped by the few architects. If they don't understand it or don't wanna do it however compelling it is or how much of data you have to prove it, you can not do it. 3. You will sometimes encounter situations where you come up with ideas and they get shot down or ignored. But later, in few weeks, when an old timer suggests the same thing, everybody applauds it and rush to do it. 4. Unless you are part of one of the core teams, you will be working on their proprietary language which is about "clicking on sh*t" as they say it. It will make you a slave of the system and you won't learn anything. In fact, your value and your thinking abilities will go down drastically over time. You won't be able to use that experience in the future for your next job. 5. A lot of leaders in groups are either unaware of or afraid of new technologies. They don't want to even experiment with those and prototype new concepts unless they are comfortable with it. Always think in terms of how its gonna make there work complicated. In general, they have an old system even they are sick of keeping. But none of them want to rock the boat too much since its gonna affect their stocks at the end. The founders are wonderful to talk to and listen to and talks about the importance of innovation. But sadly innovation is really discouraged as long as the old timers are around. They have gotten comfortable with keeping a patched system and failing system than taking risks to improve things with new blood. If you want to improve yourself in few years, not afraid of taking risk and do innovative things don't even think about joining here. But if you want to find a place to peacefully retire, come at 9am and leave at 5pm, this is an ideal place.

HR has participated in cover-ups of harassment and discrimination as a way to "save face" and sweep incidents "under the rug". These are "red" situations where the harassment has been both pervasive and severe against members of a protected class. Multiple managers, per our Unlawful Harassment Policy, have stepped forward to report the issues. In return, they have been threatened, ostracized, and retaliated against. Meanwhile, the managers who participated in the harassment have been promoted, awarded, and received hefty increases in compensation. The standard tactics for the harassment and retaliation are below: Corrupt management gives a targeted employee an insurmountable workload, belittles the employee's efforts to achieve the impossible, then uses the "lack of performance" as a way to retaliate in the annual, or off cycle, calibration reviews. All of this is with the hope of forcing the employee to quit on their own accord. Any objection to this abuse of power is framed as insubordination and HR is called in to carryout their process for pushing the employee out of the company. In order to push the employee out of the company, management and HR work together to eliminate any internal transfers for the employee to other departments so they either have to endure the ongoing harassment, or quit. What is most concerning about this situation is that we are an HR software company that tracks ALL of this activity, and yet the behavior continues. Promotions, financial rewards, spot bonuses, etc. are not correlated with performance, but based on how well a person keeps their mouth shut. That either makes HR complicit with the behavior, or grossly negligent. Either way, it's not only illegal, but it is a clear violation of our Employee Code Of Conduct and our Unlawful Harassment Policy, and you need to know about it. This company is one step away from a complaint with the EEOC, the DFEH, and/or the ACLU, and I am well aware of the statue of limitations in a harassment-discrimination case. The only reason why it hasn't already occurred is because despite seeing all of these infractions over the years, I still believe that Dave, Aneel, and Workday upper management will step forward to do the right thing.