Infor reviews

Infor looks good on paper, but it is TOXIC in real life. Employees are often encouraged to write positive reviews to offset the negative (and truthful) reviews. Infor Leadership (Team Leads, Managers, Directors, Senior Directors, VP, SVP, etc) is surprisingly unethical and dishonest. They do what is necessary to maintain the “status quo” and protect their unethical practices. Infor Human Resources will conceal violations (that are terminable offenses at other companies) whenever possible; while concealing violations may “work” in the short term, it is a liability that can ruin the company’s reputation. While there are “efforts” towards Diversity and Inclusion, these efforts are a farce and there is no attempt to actually integrate them into the company culture which is further reinforced by the Executive Team. The Diversity and Inclusion courses aren’t mandatory, so there is no real reason for those who need to view the courses to do so and the biased behaviors/discriminatory practices continue. Advancement opportunities are supposed to be based on merit as outlined in the Infor policies, but nothing is done by Human Resources when violations of the policy occur and discriminatory practices are reported. Again, Human Resources will conceal violations whenever possible. If a Manager dislikes an employee, that employee will not be considered for any growth opportunities no matter how great their work is and no one will intercede on their behalf. There is no transparency regarding promotions, bonuses, and pay raises unless you are a part of the “In Crowd”. There is a clear effort by the new CEO (Kevin Samuelson) to minimize spending and increase profits wherever possible (even if that means increasing pricing for existing customers while not addressing any issues they have with the product), so we are losing clients despite the supposed focus being client retention.

There are many poisonous characters in positions of power which is in itself a huge challenge. Then there are others who mean well but lack character and presence. The deadly combination means that senior “leaders” can make statements like “you will fail, and I will be there to see it” to those who dare to challenge status quo. There are other other leaders who will claim to support you but when it comes to the crunch, will do as they’re told. Being unprepared to be wrong and being unprepared to learn are fatal mistakes that mean that in the long term the real potential of this organization and its great people will never be truly realised. Those leaders of a weak constitution will do nothing to support. A truly divided and political organisation. Management and especially the CEO, depending on his intentions should start to question the truths he’s fed. Accountability is his and as such he needs to know his leaders tell him the truth. Speak to your customers, speak to industry experts. Don’t assume you’ve already hired them... you’re surrounding by yes “men” and those that convince you that your staff, your customers, the industry is all wrong and they’re right... if you care about the sustainability which includes profitability then you MUST challenge those that report to you. Finally, the plethora of recent 5* reviews in response to any negativity - first from Manila and then from the US all in quick succession of each other should raise alarm bells... stop trying to fake increase your rating. It’s far easier and will be more effective to deal with your organisational bullies and weaknesses - you’ve had enough exit interviews to know the real issues.