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      Medallia

      Engaged Employer

      Medallia reviews

      3.1

      36% would recommend to a friend

      (1,001 total reviews)
      avatar

      Mark Bishof

      32% approve of CEO

      23% positive business outlook

      Ratings by category

      3.9

      Work/Life balance

      3.5

      Diversity & inclusion

      3.4

      Compensation and benefits

      3.0

      Culture & values

      2.6

      Career opportunities

      2.4

      Senior management

      Medallia has an employee rating of 3.1 out of 5 stars, based on 1,001 company reviews on Glassdoor which indicates that most employees have a good working experience there. The Medallia employee rating is in line with the average (within 1 standard deviation) for employers within the Tecnologías de la información industry (3.9 stars).

      Ratings by demographic groups

      Reviews by job title

      1K reviews
      1.0
      Nov 23, 2016

      Painful experience

      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      - Perks such as parking, food, relaxation places and being able to work with a few but really amazing Engineers. Being such an awful place to work has the "pros" of people trying to overcompensate their own lack of management skills with "free stuff" - Salaries are far above the market. If you don't have much more ambitions than money, give it a try

      Cons

      - Management layers are crowded of people that push the values of the company instead of living these and practicing what they preach. - Inability of making good or bad decisions when timely ones are critical. - Finger pointing all the time. Specially during the meetings that start with some "This is a blameless meeting" pitch. - Different organizational culture in different locations. Inability to find the correct person to take care of people and culture in some areas. Maturity and capacity of people executing this role is sad. - Double standards everywhere: In some cases these pop up as an accident (lack of communication and direction over the managers). In other cases it is deliberate (so, coward upper level managers can "excuse" themselves by applying their free style interpretation of rules and metrics) - Value others are simply words on a couple of not-that-fancy slides. Mistakes are severely punished and feedback is not properly given so it can motivate and help others grow and learn. - People that have been there for a long time and access to positions they are not prepared for, do an awful job and remain there w/o further coaching. There are 2 completely different kind of directors (when that management level is supposed to be aligned on the same DIRECTION), and a few of them are disruptive at a level that nothing good comes from their areas. For a company dedicated to analyzing feedback and making a world where companies are loved by customers and employees, the way that people process the feedback is sad. Not only bad, dangerous and harmful, but sad. I will be leaving the company soon and I'm not happy with that. I recognize the great place it could be!

      avatar
      Medallia Response
      9y
      Posted on behalf of Santiago Ceria, VP of Engineering and Head of Medallia Argentina: I am sorry to hear about your negative experience working at Medallia Argentina. We want every single Medallian to have a great, transformational experience. We’ve just completed our semi-annual employee engagement survey and confirmed that we’re making good progress, with Argentina’s scores being at record highs. Even with this, we acknowledge that we have to work hard to keep improving, as scaling a company in a very competitive market is not an easy endeavor. We know that, as a consequence of this, employees can potentially go through challenging situations. We’re glad you believe we have great compensation, perks and the fact that we have amazing people. We believe our Medallians feel similarly. This was a key highlight from our employee engagement survey. I appreciate your feedback around the other areas however I respectfully disagree with some of your points: - In relation to our manager hiring and manager capabilities, we’ve hired our managers because we both listened to our employees and also understand that we needed to strengthen our management capabilities in order to scale, as we’re growing very rapidly. They have the clear mandate of making sure we understand and live our core values in all of our teams. - With regards to different culture in different places, we try to keep our values and culture consistent across all Medallia offices. We do acknowledge that each office or location has its own spirit but we strive for a consistent culture and set of values. We always have work to do but employee surveys keep showing great appreciation for our culture. - As for the use of the word “coward” to describe the behavior of some of our employees, we believe quite the opposite: that we have amazing people who push for great while truly caring for others, and that we’re brave as we are trying to make the world a better place through the use of technology while we also host a transformative workplace. I would welcome the opportunity to engage in an open conversation to discuss these topics. We love to listen, learn and improve. - Santi
      5.0
      Nov 18, 2016

      Great place to work with the right culture fit

      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      Incredible passion and culture. Love everyone I work with. Everyone is willing to step outside of their roles to help the company move forward

      Cons

      No upward mobility for individual contributor roles

      2.0
      Nov 15, 2016

      Implementations is a Sinking Ship

      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      Fancy yogurt, open vacation plan, nicest IT team I've ever encountered, dried pineapple things, Cal Train pass, decent office space

      Cons

      I've been in implementations for more than a couple of years now and have seen some huge changes in leadership and I wouldn't say those changes are for the better. At the very top of implementations, leadership encourages everyone to manage up and self-promote, and this has ruined the culture on this team. Everyone's angling for attention and the focus is no longer on working as a team and doing quality work anymore. Leadership in implementations has brought a very childish and immature quality to this team and it's been getting worse over time. Bad managers seem to be an epidemic here. There are teams in implementations that are really suffering. We're seeing a lot of talent leave and it's openly acknowledged that their people managers are the reason why. But we don't see any action being taken here. I've had more than one colleague ask their HRBP's for help only to have those HRBP's fail them and do everything to preserve a bad people manager. And just so you know, these colleagues left because they couldn't take working under a bad manager anymore. Not only do we have bad people managers but we have bad HRBP's as well. It's also clear that a lot of the decisions made here are reactive or not at all thought out. When we were given a mandate to be billable, no one thought about how to execute on that and if it was possible for everyone to be billable AND for us to stay on budget with our projects. Pro tip: going to an all hands and having everyone spend half an hour of unbillable time looking at vacation photos is not going to help with making us more billable. In looking through the reviews posted here, it's concerning that the response to a negative review is one of surprise when that sort of sentiment is becoming the norm here. The same applies to our employee survey. It's always the same where we take the survey, leaders give it some lip service for a couple of weeks acting surprised at any low scoring topic, and then little to nothing comes of it. Considering we're a survey company, this is concerning. It's also concerning that our survey was delayed this year due to "technical" difficulties. It's also concerning that we hear of leaders trying to figure out who wrote what response on the employee survey. Wouldn't it be more productive to spend that time trying to address the survey feedback and do something positive instead? Additional cons: constant re-orgs, work is a grind, no 401K matching, compensation is below average, internal transfer process is a joke (re: requirement to notify your manager before you even know if you can transfer), politics as far as the eye can see, promotions are based on who you rub elbows with not how good you are at your job, way too many boat references

      avatar
      Medallia Response
      9y
      Thank you for taking the time to provide your feedback. I’m sorry you’re frustrated with the Implementations team. It is always disheartening when people are unhappy with their experiences here. Contrary to your belief, we are aware that our rapid growth – and commensurate rate of organizational change – has caused strain in Professional Services. Please know that it is our top priority to address those concerns. I agree there is some inconsistency in our leadership talent. As I have commented elsewhere on Glassdoor, we will be investing heavily in leadership coaching and development as well as in other training in the coming year. I also want to applaud the implementations team. Despite all the growth and change, the team has continued to deliver, consistently achieving a 100% success rate, sky-high customer NPS, and low team member attrition. I’d love to find a way to improve your personal experience. As you know, there are multiple teams within Implementations and Professional Services and a process for requesting a new manager. If you are not comfortable talking to your current manager, you can go to skip level office hours, which are offered regularly, to request a transfer. Finally, our HR Business Partners are here to help our people continually get better, not protect or preserve poor people managers. HRBPs must walk a delicate balance between advocating for employees, coaching managers, sharing difficult feedback with leadership teams, and assisting in organizational design and planning. If you’re not comfortable speaking with the HRBP dedicated to Professional Services, then I encourage you to speak with HRBPs for other departments, or with our new People & Culture leader, Christy Lake. It’s important that you have a trusted channel of communication. As always, I also welcome an open conversation, either in-person or over email. It is my top priority to make Medallia a place where employees feel inspired by their work, colleagues, leaders, and mission. Please do contact me directly. - A BTW, thank you for calling out our world-class IT team! I agree they do excellent work and have handled the many challenges thrown their way with grace and skill. We are extraordinarily lucky to have them.
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