385 Employee Reviews (View Most Recent)

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10 people found this helpful  

The management has changed and has created a less than enjoyable place to work

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Former Employee - Consultant
Former Employee - Consultant

I worked at Gallup

Pros

Flexible work hours, fun engaging people, monthly celebrations, good benefits, great day care, and and okay compenstion

Cons

No chance for professional growth, a person is locked into one postion and pay grade for eternity. Salaries are not competitive and do not change no matter how much productuvitiy increases. Salaries stay the same or go down.

Advice to ManagementAdvice

Go back to the philosophy on which the company was founded

Doesn't Recommend
Disapproves of CEO

Other Reviews for Gallup

  1. 3 people found this helpful  

    Great Place to Work

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at Gallup

    Pros

    Flexible hours, great people, positive work enviornment, great benefits, productive coworkers, tons of oportunities, competitive salary, commitment to your learning and development

    Cons

    several recent changes, higher turnover than recent years

    Recommends
    Approves of CEO
  2. 11 people found this helpful  

    Without some changes, afraid the best days are behind us

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Client Services
    Current Employee - Client Services

    I have been working at Gallup

    Pros

    In general there are some really great people. We tend to hire (or at least did) people who fit within the office culture (not always the "Gallup Culture" though), and have some great upside to them. Not necessarily from the top-tier schools, but ones that are highly motivated and strive for achievement.

    -The brand is well known
    -Flexibility for work schedule is good and a "just get you stuff done" mentality irrespective of when you arrive or leave is great.
    -Great office spaces (though many are a huge waste of overhead and closer to 50% capacity)
    -Ability to do many different types of work on different clients. If your manager allows, you can truly wear many hats and be able to focus a bit on what you do best. You have to make it happen, but opportunity exists.

    Cons

    I won't rehash all of what others have said many times on this forum, but there have been big changes over the last couple years that have really shaken things up. Though the intention may be to add structure to the relatively flat organizational structure, and put the focus more with added accountabilities on client impact, the way we have gone about it is quite questionable. It isn't the outcome of the change that has scared people, it is the execution and communication leading to uncertainty. It seems the steps were unknown due to mediocre (at best) Sr. Management, and at no point was there a time to "Stop, think then act"... we just kept acting. This has caused the greatest confusion of expectations from pay, promotions, bonus structures changing days before they are supposed to be paid, career patching, and overall strategy of the company. I would have preferred the previous mission of "Become a billion dollar company" to confusion.

    List of Cons:
    -Pay - compared to other consulting firms or industry pay is sub-par and no regional differences. (Probably great if based in mid-west but cannot speak to that), but lack of differentiation is killing the acquisition of top-talent in large, urban markets.

    -Poor communication from top-down.

    -Benefits are non-existent. Company 401k match was pulled a couple years ago and now released or not each year without great communication. Switch benefits providers every year to get cheapest deal. Like the additional discounts for health assessments, though most companies have that now.

    -Career development - current structure leaves little room for defined career movement. Growth is purely vertical with no options for any other rolls because your fit was assessed during hiring survey. Additionally, in client services each year management runs the numbers.

    -Job leveling/titling/treating - Not sure how to put this into words, but guess it has to do with the recent promotion of all sales employees to Sr. Consultant, higher pay structure, more frequent "summits" where collaboration, training, and knowledge sharing take place. Whereas the client services teams have moved under operations and seen more as a cost center. Previously there was potential for consultant to earn as much as a BD member, but that has changed dramatically.

    -Lack of trust of Sr. Management. Excluding RMPs, leadership is fairly weak. Family execs are not doing adequate job conveying competence, hope, and aligning how change will truly elevate Gallup to the next level. Not only that, but outside of work, execs may be great if you were to go to a bbq, but aren't as mature or professional as would be desired. Principal leadership members are treating client services more like a budget, and less like a group of consultants that can impact and increase business.

    -Lack of transparency. Though we discuss transparency across most groups within Gallup, there is clearly a lack of transparency. From financials, to pay bands, to budgets etc. there isn't an offer of support many times when trying to understand the structures and direction.

    -Morale - This wasn't a previous issue, but now the offices and employees seem discouraged, uncertain, and worried. Support is still high towards close co-workers, but outside of that it is more "who is going to leave next" which is detrimental for forward planning on client projects. Clients are starting to see these trends too and call us out which is very embarrassing.

    Advice to ManagementAdvice

    In general it is just sad right now. There is so much potential for Gallup but needs to be harnessed by capable leaders. Need to truly assess the communication and how change is delivered to the teams. Need to make promises, play towards them, and keep them. Too many mixed messages and conflicting information over the past years that needs tightened up.

    Look at bringing in top-tier external executive to take a seat on executive and board to help direct and validate strategies. As like any good stock portfolio, you need to ensure you are balanced and divest a bit for long-term success.

    I believe it is finally happening (6 months too late), but really open your eyes at the turnover we have had in past 9 months. Though there was some dead weight, there are some top employees and large pools of knowledge and talent that have taken off. This is a huge issue now, and into the future. Focus on ensuring your employees are happy (not focussing on Q12 scores, but the qual information out there). We need to understand that the people who are leaving are not all great advocates and some are actively breaking down the Gallup brand in some very reputable companies that are deeply rooted in some of our clients as well.

    Doesn't Recommend
    Disapproves of CEO
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