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I worked at Gallup full-time (more than 5 years)Doesn't RecommendNegative OutlookDisapproves of CEODoesn't RecommendNegative OutlookDisapproves of CEO
(prior) brand, (prior) reputation, science/scientists, (prior) committed and talented co-workers, (prior) high ideals, marriage of 2 titans in social research (George Gallup & Don Clifton), (prior) well-meaning and principled, (prior) hard-working meritocracy.
Everywhere above where it says (prior), you currently have 180 degrees from that, over the last decade. The fall has been precipitous and breathtakingly fast. Though, given company "leadership", not at all unpredictable. Systematically driving off top/most-experienced talent until they're all replaced with younger, less-tenured (read: less expensive) plug-in talent gets you...well, precisely what you've got now. Creating a culture of fear and command and control, from a place of paranoia and myopia, gets you what you have now. Cutting every corner imaginable...with people, practices, ethics, finances, clients...gets you what you've got now: a company that is but a shadow of its own brand promise, a shadow of its former self, and a shameful example and cautionary tale of "what not to do" and "how not to run a company". You'd think "they'd" know better.
Advice to Management
As noted by many already...the worst part of this section is knowing to a certainty that any advice will go unheeded. When you're instructed to ignore honest feedback and not contribute to sites like this, what further proof is needed?
the blatant myopia, the "we don't need your opinion because we know best", and the "make suggestions at your own peril" have led the company to the precipice of ruin, trouble with the government; fines, penalties, and settlements for business practices, and a decimation of the talent and culture in the company. If these facts don't auger for change in top management, I don't know what would.
Stop rewarding and promoting bad managers and leaders. Especially the ones who seem to or absolutely have bad personal and business ethics. Stop misapplying and misusing your very own selection science, lowering the bar for inclusion into the "tribe", and believing that parts (people) are just interchangeable cogs in your big wheel. You'd think with the primary function being enrichment of the "family" these lessons would be self-evident. And, you'd be wrong.