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- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I have been working at CGI Communications full-time (more than 5 years)Pros
Many of the negative reviews are focusing on situations they've taken liberties with exaggerating, or in some cases just fabricating scenarios to further their bitterness. Positive feelings on the company do exist and do find their way here. If I'm being paid to write this, someone stole the check. If I was told to just write this or else, I was daydreaming because I didn't hear that request. Is it obvious that negative reviews are easier to come by than positive ones, because people are quick to voice their displeasure? That's just human nature. Do I acknowledge that it'd be nice if quality, non-bitter, current employees weighed in with actual experience and advice here? Absolutely. Is any company perfect? Probably not. There are expectations in every office and standards that employees will be expected to meet. Is CGI perfect? Objectively, no. Is it improving? Yes. Is it better than some of the reviews would have you believe? Also, yes. Speaking from the front lines, there is a very obvious effort going around the office to connect with employees, and maintain a positive environment-- whether it's the Christmas Bonuses that were recently announced, to the inclusion of satellite offices in the Employee Appreciation Day festivities once per month, CGI understands it's employees now more than ever. The general demographic of the employees is evolving. There is a stronger core of tenured staff that is moving into late 20's/early 30's "family" zones, and the company is adapting to the change. Time and reasoning goes into selecting people who will succeed in a given role-- of which the company has many and will work with you to find something you excel at, should your attitude be in the right place. Is everyone cut out for this company? No. The leadership has expectations and guidelines-- you meet them, follow them, and you will probably do well. If you don't, you will be worked with as long as the effort is there. This company isn't a class you can just show up to without studying and ace the test. There is a curve to survey, and skills to learn before acing your way through CGI. Can the culture be stressful? Of course it can, it's a company, there are bills to pay! Has there been a shift in where that stress gets directed in recent years? You bet. Just the same, when those stressful periods subside, there is a stronger bond amongst employees, and a belief that, "yup we can handle this" that emerges. I'd be doing a disservice to the staff if I didn't comment on how the vast majority of diligent people are overshadowed by a vocal minority. One (or several) of the reviews mention that CGI does online reputation in one division and is aware of how to bolster ratings. What those former employees fail to address is the reason CGI's reputation services are needed as much as they are is because bad juju travels like lightning. People are always ready and willing to complain on a hair trigger, but if you have a good experience, you're less likely to go out of your way to sing the praises. That's marketing 101, and probably something that the nay-saying former employees no-doubt missed and possibly contributed to their lack of success at CGI. The recent increase in 401K matching was a pleasant surprise. The better-than-ever quarterly events are always something to look forward to-- and there are even other side projects popping up from seasoned employees that take a creative and fun spin on the office via an intra office spoof talk show, done on their own time and released during appreciation day. I keep trying to explain to people, other companies don't. do. stuff. like. this. Obviously YouTube videos aren't a reason to choose a company to work for, but it makes for some light-hearted fun that certainly sets the tone for the office. I've witnessed a healthy crop of new employees (1 year or less) find a niche with others who share their passions, world views, and lifestyle. Have there been missteps at the company? Probably more than a few in it's nearly 30 year history-- but hyperbolizing select instances and twisting the context for the masses online serves no one but the scourged. If you want a clear picture of the company, demand a voice from the people who have been determined and struggled and maneuvered for 3 years or more and worked hard to hit a stride and contribute to the company in a unique way. Or call upon the fresh faces of people who are doing well, learning more, have had a professional epiphany already. If you base your opinion on the soap box of the jaded, you're not drawing an informed conclusion.Cons
Based on my own comments above-- I would say that one of the most detrimental issues at CGI is that it is too nice. "How can that be!?" you wonder. CGI is very good about giving someone a second chance-- this is one of the largest benefits for the driven employees who need to find their place. But sometimes that practice can go to an extreme. A person gets a 3rd chance. A fourth. Or just fades into obscurity "under the radar", with no real goal or purpose set because they're just average and able to coast. Maybe there's no reason to have drive, or the employee could be a nice enough person bearing little interest in advancing. After spending too much time being overlooked for being pedestrian, but spared due to personality, a person may have the wrong idea about his or her performance and role. A toxic attitude can ferment, and a chasm can form between how an employee thinks he or she is performing and what CGI actually perceives in that person's value. That's not with every instance I'm sure, but certainly the demand for instant gratification and the belief of delivering exceeded expectations is compounded by the company avoiding confrontational interactions where it should be guiding, admonishing, or terminating. Regarding salaries, it is not a guaranteed process; you don't come in every day, do the same task as everyone else, and then get more money just for doing it longer than a peer. Tenure matters to a certain degree, but results and performance take a more commanding role in compensation. This is a policy that can be difficult to swallow if you want to just stay static in performance while advancing with salary. Loyalty goes a long way, and while yes, proving loyalty can only build with time, a solitary year is not exactly eons on the corporate timeline. These expectations of quickly built loyalty and annual "thanks for being here" raises are part of the reason for dissent over compensation, especially amongst various departments in commissioned vs. non-commissioned roles. There's always been some effort to fill in that void (free parking for non-commissioned employees, extra days off during the holidays, etc), but it hasn't always been as obvious, or as monetary, as it is now-- especially to people who've not witnessed the evolution of the company culture. As the culture progresses, the foresight to include/offer things like family values and more inclusive benefits that are attractive to seasoned professionals should be considered to retain and attract quality employees.Advice to ManagementAdvice
Continue to set positive examples for employees coming into the company during this transition and growth. The changes are effective. The employees who are performing and have seen the growth are noticing the effort and appreciate it. Don't let the people who've garnered too many chances spoil the momentum. Consider upper-management hosted performance reviews with every employee to give each person a goal beyond coasting--this will increase accountability and provide a forum to spell out shortcomings to complacent staff teetering on the edge of turning sour. Continue to fill that void in the compensation chasm. Accelerate the progressive treatment of seasoned professionals. All of these things will mix to improve the caliber employee riding the elevators, the scope of the products offered to clients, and the stature the company holds in the corporate community at large. Transparency is good with some things, but not necessary all the time and leads to speculation and counter-productivity. People will pick at the slightest imperfection until it is twisted and ruined-- don't let the dwindling vocal minority interrupt the progression of people who do their job and are (unfortunately) silently thankful for the opportunities. The less fuel on this flame, the sooner people can move on. Then the trolls online will only have fairy-tales from yesteryear to continue spouting their bitterness.RecommendsPositive OutlookApproves of CEO
Getting an Interview
Getting an Interview
- Application Details
I applied in-person. The process took 2 weeks – interviewed at CGI Communications.Interview Details
Hiring process seemed normal, they put you in front of a few people to get a different set of eyes on you. I met with the HR coordinator first, then a Sales Vice President, followed by one of their top executives. Best part was, they were very upfront about expectations and the career path.Interview Questions
Negotiation Detailsoffered a base with opportunity for massive commissionsAccepted Offer
- No tricky questions, they do want to see confident, competitive , and ambitious people. There was no formal written test or field test, it just seems they want you to be able to think on your feet. Answer Question
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