symplr Leadership Employee Reviews
What do you like best about the leadership team?
They at least will answer every question asked of them.
Review from Marketing Dept
They all participated in the company Town Hall.
Review from IT Dept
Used to be their transparency but it doesn't feel like that exists any longer
The organizational meetings and answering our questions.
I like our leadership's transparency and communication
Regular town halls help provide transparency and they seem to have an openness and seek feedback.
Their passion for company success...in combination of their compassion for symplr employees and their families.
Information, Updates, Transparency. New Technology Advancement.
Skillful, committed to work and flexible to adopt
Company Culture, Employee care, Ideas, Team Gatherings, Forecast
Clarity of Vision, Empowerment, Values-Driven Decisions & Authentic Communication
hey regularly share updates, strategic goals, and are open about both successes and challenges
good leadership and motivation, accessble
Leadership team is the best, they inspire me
In general, they are relatively transparent but do have some agendas they dance around.
Review from Engineering Dept
While I do not agree with the decisions being made, I believe they believe they are doing the right thing for the company and are transparent in the information they share with all employees.
Review from Sales Dept
Transparency around tough issues facing the company
I appreciate the transparency & honesty
Transparency (when they can); they are fully vested in the vision of symplr's trajectory as a platform company; they take time to acknowledge individual contributor contributions; they encourage us to take responsibility for our career growth and provide tools to do so
They are funny and energetic
Review from Engineering Dept
What does the leadership team need to get better at?
Communication, allowing SMEs to provide input on projects they are working on, designing training programs to allow new employees to be better prepared for their role, be more transparent about the metrics utilized in employee reviews.
Better EQ. Listen to your reportee.
Review from Engineering Dept
There is no base salary for the various roles, and the uniform merit distribution, regardless of designation, leads to disparities and limited opportunities for financial growth.
Review from Engineering Dept
Give us the tools to do our jobs. Also let the employees have some say in their career path
Need to build a better culture. When your manager tells the team that you are salaried and you need to work more than 40 hours a week it does not make you feel appreciated
Pay your employees the value they've earned, both for the work they perform and the revenue they generate. Replace the leadership team with people who actually want to make the software better instead of sycophants only here to legally syphon capital and value to the shareholder.
Taking constructive criticism. Employees only have text-based mediums to engage in the conversation during Town Halls, and too often I see innocuous comments taken to be adversarial. This usually ends with BJ getting defensive and making vague threats or ultimatums like "if you don't like it...."
Review from Engineering Dept
I have too many people setting deadlines for me, and while they are perfectly capable of looking for themselves, they try to impose conflicting deadlines on me. My raise this year was pathetic for a Rockstar employee.
Review from Engineering Dept
Quit the gaslighting and pretending that QTC was a total success. Recognize that this is incredibly hard and pay the people you’ve given an absolu
Include managers in making RIF decisions. Decisions made without their knowledge causes undue hardship to those who remain and destroying morale.
Retaining top talent by providing meaningful salary increases. Balancing the message of a lack of salary increase funding with a pending acquisition.
Review from IT Dept
Focusing on making a solid product and customer experience instead of sales and cutting corners.
Transparency and honesty. It's clear that they knew another RIF was coming but they were not forthcoming about it.
Not just reacting and then making excuses.
Appreciating the individual contributor and their thoughts
Listening to the teams concerns on resources and work life balance.
Invest in people who work in the time zones that your clients are in, not halfway around the world. We sell our products to US companies working US business hours, yet have no resources to deal with issues raised during those hours because all hiring is offshore.
Review from Engineering Dept
The executive level needs to stop pretending like they are connected to the organization that pays their salary. They have NO idea who we are or what we do for the organization as a whole on a daily basis. We are often asked to concede. It's exhausting.
Taking responsibility for their actions and decisions. Wasting money on buying pointless market share is not going to fix the current products you do have. We can not fix the product we currently have because you keep firing all the knowledge. Terminate BJ's contract, let half of the "Directors" go
Review from Engineering Dept
We need to recognize employee contributions based on factors beyond just the revenue generated by the product team
Review from IT Dept