Gallup

www.gallup.com
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17 people found this helpful  

Was great once but now it is average.

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Current Employee - Software Developer in Omaha, NE
Current Employee - Software Developer in Omaha, NE

I have been working at Gallup

Pros

Flexible time, nice work areas in the Omaha campus, child care available on site, nice downtown Omaha location, friendly employees.

Cons

Lots of hours, benefits are non-existent compared to other companies, crappy overpriced lunch room, average overpriced child care, over recognition makes recognition meaningless. It is often people will get recognition and not know what it was for or why they got it. 'Here is a gold star for your hard work on that thing you did" makes the recognition concept watered down.

Advice to ManagementAdvice

Don't run your employees at 110% everyday. There are times when this is appropriate but constant long hour weeks makes people burn out. Look in the mirror and think about what has changed to make it so hard to get new employees. Look at the trends on why people are leaving. They aren't job hopping. They are moving to new companies and staying put. Be competitive as a place to work. Don't break the backs of your best workhorses doing everyday work just to stay lean. If you keep telling yourself that every company does this to their employees you'll find one day that your best have gone.

Approves of CEO

279 Other Employee Reviews for Gallup (View Most Recent)

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  1. 9 people found this helpful  

    More! More! More! Faster! Faster!

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Telephone Interviewer in Lincoln, NE
    Current Employee - Telephone Interviewer in Lincoln, NE

    I have been working at Gallup

    Pros

    Great pay potential. Flexibility rocks! Co-workers that I would lay down on rail road tracks for. Terrific hand dryers in the restrooms. Beautiful center.

    Cons

    Managers are concerned with numbers only. They grow you until you are eating out of their hands. Then they are done. Lots of smiles from them and perhaps it is part of the training.
       The quotas are outragious and they continue to climb. I would not be surprised to see a Heart Attack within our call center.
       Gallup seems to be on a mission to have a building full of 20 hour pay team members working 6 weeks and gone. Teams of 35 and up are under a constant "threat" of being demoted to the 20 hour team/with 20 hour pay. To avoid this, you simply have to have PERFECT quality and 95% or better production AT ALL TIMES.

    Advice to ManagementAdvice

    Stop drinking the Koolaide! We understand that you have a job to do. Just BE REAL and tell us the truth. We all know that we are paying for the new center out of our pockets. We all know that talking to you about issues of concern is job suicide. We know that the Q12's are individualized and so, we tell you what you want to hear to maintain job security. Sad, but true.

    Doesn't Recommend
    No opinion of CEO
  2. 32 people found this helpful  

    We "Ride At Dawn" - Regardless of how bad it is

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Principal in Chicago, IL
    Former Employee - Principal in Chicago, IL

    I worked at Gallup

    Pros

    1. Fellow Employees are very talented and are great to work with.
    2. Gallup thinks/talks big and instills a lot of pride, in the beginning; around the impact one consultant can have within a client. “You can change the world.”
    3. Nice office space.
    4. Science behind approach.
    5. Semi flexible schedules for those on the principal and partner side of the house. Not exactly true for operations.
    6. Senior Partners are great managers and strategists but fail to pick up the leadership torch when it’s dropped or available.

    Cons

    1.Insecure and unqualified Leaders- 1. The Family is not qualified to lead Gallup.2. Gallup has again instructed employees not to read, talk or post things on Glass Door. 3. If an associate is not 100% engaged they are demoted until they quit or are fired outright. Engagement has turned into a witch hunt. A significant portion of employees don’t trust the confidentiality of the Q12 anymore and are not willing to share honest responses due to repercussions.
    2.Healthcare Plan/Benefits are border line criminal.
    3.Very little if any on boarding and absolutely no development.
    4.Gallup operates similar to a bi-polar individual or maybe tri-polar is more accurate. You can break 99% of Gallup into 3 types of employees. Partners (Sales Guys), Principals (Thinkers/Doers) and Operations (Doers). Partners report to the CEO. Principals report to the COO. Operations report to the COO. The issue is the partners, principal and operations are not aligned, but the family thinks they are.
    5.Careers- or lack thereof. A Principal/Partner Career at Gallup means being hired into a position which you will never be able to be promoted or transfer out of.
    6.Quadrants of Excellence. Great in theory and has a number of great elements. Tries to focus performance on more than just selling more to clients and doing so with much higher margins, which was the basic business plan until the beginning of 2011. But as most companies are trying to remove subjectivity from performance ratings Gallup is trying to increase the subjectivity, which only means if the family likes you, you can get a larger portion of your bonus and a new title/pay raise. The amount of ambiguity is tremendous. The plan has been explained so many different ways it has lost all of its credibility. No one has any idea what to do to exceed expectations and achieve goals- other than log 2300 + hours.
    7.Pay raises only come with new titles. When hiring in don’t expect or plan on yearly cost of living adjustments or pay raises.
    8.Semi Flexible- but you need to have a set number of hours/week, 2300 hours a year and can’t work from home anymore.
    9.Financial transparency has been eliminated. Which isn’t good or bad but it is interesting to point out that this only happened after Gallup had a “record year” and they turned around and gave the entire Principal organization 20% pay cuts and demoted the most senior principal.
    10.Gallup Bosses- Gallup is over dependent on talent indicators and not on actual performance. Far too often people are put into Bosses roles without any prior experience and are now being asked to Boss teams in areas they know nothing about.
    11.Lack of articulated values. Everything at Gallup revolves around getting to 1 Billion in sales. The number one focus isn’t associates, it isn’t clients and it isn’t just 2300 hours- the goal is trying to figure out how to get signatures on large contracts. Unfortunately only a handful of the sales guys know the “Gallup Science” and programs and most of the new guys are right out of school which makes them 25-30 years old.
    12. Client Team changes due to turnover. Gallup’s approach to the client teams seem to be plug and play. If someone leaves- and turnover is very high now- Gallup just assigns someone else to the account and pretends nothing has happened. Any historical knowledge walks out the door and is replaced with a 20-30 year old.
    13. Gallup doesn’t have a traditional consulting structure, single track, which Gallup argues is due to specific talent profiles. This means higher costs to do business with Gallup and usually a partner on the account who usually brings very little to no value to the client but adds costs to the account. At the end of the day this can’t really change though- how else is Gallup going to train a 25- 30 year old “Partner” unless they “work” on accounts and get some experience- this cost of course gets passed onto clients, with a healthy margin.
    14.Pay Plans change every couple of years depending on the Family’s perception of who should be earning more or less. This last pay change, Jan. 2011, was just another pay cut and won’t be the last. Expect pay adjustments every 2 years or so with a negative outcome for most and no explanation.
    15.ICE- Internal Customer Engagement- huge popularity contest. Stop the ICE madness!

    Advice to ManagementAdvice

    1. Drop the “Ride at dawn” after each speech.
    2. Drop the name dropping.
    3. Hire someone with experience to run the company and take a step back.
    4. Hire someone to run the principal organization from outside the company, give them some authority and a position on the board.
    5. Be honest and open about changes.
    6. Six Sigma or Lean department…???
    7. Transparency

    Doesn't Recommend
    Disapproves of CEO
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