Qualtrics – Qualtrics isn't for everyone. Some people thrive in a metrics-driven, high-pressure culture; others do not. Creativity & risk-taking aren't rewarded. Mgmt ignores/doesn't solicit feedback from employees about how to improve the Q. Underutilization of talent is the biggest problem facing Qualtrics. | Comparably

Qualtrics – Qualtrics isn't for everyone. Some people thrive in a metrics-driven, high-pressure culture; others do not. Creativity & risk-taking aren't rewarded. Mgmt ignores/doesn't solicit feedback from employees about how to improve the Q. Underutilization of talent is the biggest problem facing Qualtrics.

Qualtrics Compagnie réclamée
Qualtrics is a rapidly growing software-as-a-service company and the provider of the world's leading experience management insights platform. Lire la suite
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Qualtrics isn't for everyone. Some people thrive in a metrics-driven, high-pressure culture; others do not. Creativity & risk-taking aren't rewarded. Mgmt ignores/doesn't solicit feedback from employees about how to improve the Q. Underutilization of talent is the biggest problem facing Qualtrics.

Pourquoi vous sentez-vous sous-évalué et qu’est-ce qui vous rassurerait par rapport à votre rémunération?

Last time I got a raise it was only $500 for the year despite achieving a 4 rating.

Que faut-il changer pour améliorer la culture de l’entreprise?

The company culture is cutthroat. I feel constantly on edge. It's not an environment that rewards risk-taking and creativity. Little mistakes are heavily scrutinized and penalized. Accomplishments are taken for granted, at times.

Que faut-il changer pour améliorer la culture de l’entreprise?

Abandon our culture of toxic positivity where everything is perfect and nothing can be criticized/improved. Learn how not only to record feedback but to take action based on feedback. Encourage critical-constructive feedback. Qualtrics believes it's a 90% perfect company; really, it's 50% perfect.

Pourquoi vous sentez-vous sous-évalué et qu’est-ce qui vous rassurerait par rapport à votre rémunération?

Passed over for promotion despite long tenure and history of exceeding expectations / delivering results. Felt penalized for taking time off for mental health (because of impact to metrics). Given a 1,000 character limit to describe my accomplishments and no opportunity for appeal.

Qu’est-ce qui ne va pas et comment cela peut-il être amélioré?

I don't feel valued and my opinions are rarely sought. If they are, they seem to be "filed away" while higher-level employees (L7-L8) make decisions about how to proceed in "dark rooms"-- i.e., separately from the people whom the changes impact. As a <L4 employee, I feel that I'm not trusted.

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