Medallia

2.0

Dec 6, 2017

Anonymous employee

Recommend

CEO approval

Business Outlook

Pros

Talent Addition Over the past two years, Medallia attracted a group of sharpest elites to join via personal connections. Majority of them are in product development areas (engineering, design, product). These people brought the best ideas and mentality to the table. They are Medallia's best bet. Industry Experience The company is about customer experience management. Working here, you will have access to a rich portfolio of Fortune 500 companies. You will know what each vertical is about and you will learn a lot of industry experience from professional service team. Medallia used to operate like a consulting firm. The founders were consultants. They know each industry very well.

Cons

People & Culture? People come from diverse cultural and educational backgrounds. Some are liberal, while others are conservative, or neutral. However, just as extraverts always get paid with extra attention, the left-wing activitists do here as well. Being a culturally diverse company isn't about LGBTQ only. It is about encouraging other groups who are culturally shy to feel comfortable speak out too. It is about allowing people with different mindsets and cultural/political understanding to express their ideas. I do not see it happening here. Plus, can we get a detailed annual report on cultural diversity? We should not promote one group whereas ignore other groups. The TV screens, cultural activities, email broadcasts should not be occupied with just one group. The "famous" Cultural Onboard seems to be a bootcamp to create cult. People don't know what it is about until they join. Some like, whereas others hate. Past onboarders are not allowed to share their experience with new hires. Why it matters, why can't we have transparency? Slow and Conservative Decision Making The leadership is slow in moving fast and exploring new areas. Decision making takes months or even a year to finalize. Leadership is hesitant to let teams venture themselves - i.e. have a small team go full speed and build a MVP and quickly fail. I don't see it happening. Leadership and mid-management is conservative on capacity allocation. If the company wants to win, it needs to risk itself. Where is that level of entrepreneurial mentality? Meetings & Transparency At any time during the day, you will find all the conference rooms occupied. Do we really need that many meetings and negotiations? Are they for good purpose or for office politics / lobbying or planning? There are so many meetings planning for the planning... We need a meeting to plan for reporting to our manager. We need another meeting to plan for reporting the same thing to our director. We need another meeting to plan for reporting the same thing to our VP, then another to our O-team... Why?

Medallia Response

Thanks for sharing your feedback. I agree with many of your points – specifically, that we’re hiring great people; that diversity means including a broad range of perspectives, not just liberal ones; and that we can further reduce the number of meetings. I would also love your ideas for reducing the number of meetings (and e-mails while we are at it). In terms of onboarding, I realize that in a “you-can’t-please-everyone” world, some people won’t like it or will even hate it. Based on the sky-high satisfaction scores onboarding achieves, the vast majority of people love it. It sounds like you’re not one of them – I would appreciate your suggestions about how to make it better. While I agree that we have moved too slowly in some areas in the past, we have made tremendous changes in the last year and a half – and the pace of change is only accelerating. Perhaps you’re experiencing issues in your specific department that I am not seeing? If so, I would also love to talk to you about that. I appreciate the candor of your feedback and would love to chat with you. Please reach out to me directly. I have also asked our Inclusion Practice Lead, Lauren, to address some of your specific concerns about People and Culture. - Amy, President & Co-Founder Our Inclusion Practice intentionally places a value on all kinds of diversity, and supports a wide range of Medallian communities. All our communities are Medallian-led, and run by volunteers. If you don’t see a community you feel would add value, we encourage you to start it! All Medallians have an equal opportunity to feature content on our TVs, host celebrations and events like our weekly fireside and happy hour, and generally contribute to our culture as owners. Please contact me to hear more about the ways we make diversity data available to Medallians, and our approach to reporting. I’m also sorry to hear you found people to be secretive about Onboarding. While we want Medallians to approach the experience without preconceptions, our intention is not to be secretive. We are very proud of our Onboarding program, and have shared details about it at length in several different publications. In addition, our Growth & Development team shares information about what to expect so all Medallians can be prepared. - Lauren, Inclusion Practice Lead

Had high hope - but feeling weird - Anonymous employee Medallia Employee Review

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