MicroStrategy show no respect for its employee - werkgeversreview Software Engineer bij MicroStrategy

1,0
22 nov 2017
Aanbevelen
Goedkeuring directeur
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I would give negative stars if I could for the following disrespect that Microstrategy gives it its employee: 1.Poor management: Employee is treated as tool only to serve the purpose for managers to climb to higher position. You will be told to shift priority all the time and your opinion will be ignored 2. Heavy work life balance: Employee is given minimum time estimation just to fit more tasks into one iteration 3. Sick days: Do not be sick more than 5 days per year. Otherwise you will be made to work and if you don't work as hard as healthy people, prepare to be laid off. 4. Manager not responsible: Be prepared for irresponsible manager who never say no to his boss and who is not daring to take responsibility. 5. Upper management: CXO team has their own kitchen and the remains will be sent to employee everyday. LOL 6. Non-Transparent promotion rules: Do not expect to be promoted if you don't have a good connection with your boss.

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Reactie van MicroStrategy
8y
I really don't like to see a post like this and would invite you to reach to your HR team with specific details that we can act on (as I would any of our employees). That being said, I will personally see to it that your points related to "disrespect" will be seen by our management team as we continue to work on making our workplace better for all. Our leadership team is committed to having a workplace culture that reflects our values and issues you point out related to poor management, issues with sick days, the lack of responsibility and transparency do not meet the values test. That being said, we are working with our managers and leaders to improve their skills, I do think our culture is one where transparency across processes is high and we are doing a bit of work now to help create transparency for career moves, and our policy for sick leave is clear and respected given our focus on employee wellness.

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