Ayala Reviews
Updated Oct 28, 2011 – Reviews are posted anonymously by employees.
|
Company Rating Based on 4 ratings Employees say it's "OK" |
CEO Rating
Based on 2 ratings
Chairman and CEO |
See who your friends know who've worked at Ayala and could give you an inside look.
See who your friends know who've worked at Ayala and could help you prep for an interview.
| 1–4 of 4 Ayala Reviews | Sort by |
Pros
- Lots of events
- Professional workplace
- Engaging workplace
- Opportunities for growth
Cons
- Parking is a little expensive
Pros
benefits are the only thing that keep me here
Cons
work life balance is terrible
Advice to Senior Management
get a grip and work in our position for one month .. your tune will change
Pros
Health insurance benefits if paid.
Cons
Constant surveillance by management. Nagging. Very slow paced periods of time.
Advice to Senior Management
Visit your locations more often to see how it is being managed.
Pros
Ayala offers the best benefits packages and classy, upscale work environment in the local industry. There is a liberal, open door policy and a generally modern, world-class atmosphere, with a progressive way of building systems and processes. There is an open mindedness toward new technology, trends, and business models. Generally pleasant atmosphere. Full of ideas, information, new things to learn and discover.
Cons
While there is an attempt to adapt a progressive Western mindset, there are disjoints in daily reality. Actual movement within the company is very slow and conservative. Strong undercurrents of organizational politics still exist and oftentimes undermine the liberal ideals of management. A faint neo-colonial culture could also be felt in relation to the Zobels being one of the country's eminent Spanish-lineage families. Together with the Western mindset, there is a strong bias toward MBAs or foreign-schooled top management.
Advice to Senior Management
Bridge the gap between top management and frontliners. Middle management tends to be a breeding ground for incompetent, complacent, less scrupulous or inefficient personalities. Increase mentorship and succession planning. Instigate a clearer and stronger performance evaluation system---no kid gloves.
