Workiva reviews

- Many senior leaders have stayed in the same roles for years. While they talk about change, it’s hard to expect real transformation from people who have grown too comfortable. The result? Insecurity, politics, risk aversion, and a lack of real ownership. Instead of leading by example, they set unrealistic expectations without putting enough skin in the game themselves. - Favoritism is alive and well here, especially towards long-timers. It’s been called out repeatedly in internal surveys but somehow always gets brushed under the rug. - This is not a place for independent thinkers or people who genuinely want to make things better. - There’s a noticeable divide between the “old guard” and newcomers. New hires often feel like they’re just brought in to do the dirty work without much real support. It’s no surprise most leave within 1-3 years, they simply don’t feel like they belong. - Compensation (benefits, bonuses, and stock) falls short compared to other tech companies. - Worse yet, the way they handle exits is disappointing. There’s no decent severance package, and instead, people are often nudged out by making their work-life unbearable, just to avoid paying them properly.

Compensation lags behind industry benchmarks, particularly for roles with expanding scope like Customer Success. While expectations increase annually, pay has remained largely stagnant. Public disclosures show the median employee pay was approximately $135,541 in 2022, which is significantly lower than market rates for senior-level SaaS roles. Executive compensation, by contrast, continues to grow. The CEO earned over $7.7 million in 2022, representing a 57:1 pay ratio compared to the median employee—further widening the perceived gap between leadership and frontline staff. DEI programs have been materially deprioritized. While the company publicly reports ongoing efforts, ERGs have been repurposed for branding rather than support, and meaningful internal advocacy structures have been quietly dismantled. Leadership has increasingly prioritized profitability and performance metrics at the expense of sustainability and employee wellbeing. Rising quotas, pressure-driven targets, and resource constraints are common, particularly after recent layoffs and subsequent re-hiring efforts. Internal operations are deeply fragmented. There is no effective change management, little documentation, and few standardized processes. Despite these issues, leadership continues to frame the company as a “young startup,” though Workiva was founded in 2008 and went public in 2014. Employees' negative sentiment is rising and morale is low, especially as cultural values once central to the organization are seen as being deprioritized in favor of rapid growth.