dunnhumby reviews

What's the point of having a performance review process if neither management nor HR ensures it's done accurately and fairly for all employees? I had to beg my manager repeatedly just to get my goals entered into the system for my review. In the end, I never even received my review—because my manager didn’t bother to submit it, and HR did absolutely nothing about it, despite multiple emails and video calls explaining the situation. Worse? My review and rating were never recorded in the system. How did I find out I failed? Not from my manager. Not from the review process. I found out when I received my compensation letter, stating I was getting neither a raise nor a bonus—because I had failed my review. This was never communicated to me properly. My manager never discussed it, never entered the review for me to read, as the system was designed to do. Instead, I was blindsided by a compensation email. This pattern repeated throughout my time at dunnhumby, during mid-year and end-of year performance reviews. Ultimately, I struggled at this company due to a complete lack of direction. In my short tenure, there were four different CEOs, constant strategy shifts, and a manager who failed to lead the team. I was left to figure things out on my own, only to be told at the end of the year that my work wasn’t good enough. It was not the right role for me. They didn’t value my skills—instead, they consistently undermined me. I’ve always been an good employee, praised for my work, curiosity, problem-solving skills, and teamwork. So, as you can imagine, my dreadful experience at dunnhumby took such a toll on my mental health that I had to seek professional help to rebuild my self-worth after the breakdown it caused. In the end, I left on my own terms because I knew nothing would change as long as my manager remained in place. HR isn't your friend. HR doesn't care. HR exists to maintain the status quo.