Paylocity Reviews

Cons

-Open office floor plan
-Multiple reorgs within my department
-Hard to use any different software than your main area, despite this impacting job title. Makes growth a bit of a challenge, but every manager I've had has worked on this to help.

Cons

There is not an issue with transparency, but one with feedback. As a top performer, I have major concerns about the changes taking place within the sales culture. There is no flexibility and new reps are not on-boarded properly with proper training. Very few managers know the internal processes here to even assist the new people, so when those new hires are drowning 6 months in, they blame the rep and they are put on a performance plan. Not too mention, the company is taking a quantity or quality approach to putting as many reps in a city as possible. You say you don’t want a culture like Paycom, I do believe that’s exactly what you are building. As the other review mentioned...use our Survey tool, you will see. Your reps are absolutely miserable and looking elsewhere.

Cons

You have to learn a lot of information, especially on payroll and human resources, but you are provided several training opportunities and support to be successful.

Cons

That I didn't come here sooner!

Cons

The Cons I will mention aren't just based off my needs. I am speaking for others as well. The system is easy to learn, but it does take a lot of time to get used to. The trainings are very helpful, however, I wish there would be more Scenario's that account managers have now that could help new AM's who just get into the role.

As a account manager, it can be very hard to work with other departments. I feel that other departments expect account managers to know everything. Every time an AM feels they don't understand the process, the AM is expected to ask there TL/Manager. It seems to be that other departments think AM's know of all changes within a process. Don't get me wrong, there are people in other departments who understand what the AM is going through and tries to help them out.

Overall, to me the biggest problem is miscommunication. There needs to be a way for each department to communicate on a level where they all can work together and be in sync.

One last thing to mention is Client's are our biggest competitor of them all. In the end, it's always about making a client happy. As an AM there is only so much we can do to make them happy. If we don't take consideration on what a client expects to see in the product and we keep pushing back on fixing the product, AM's get it the worse by getting yelled at. What is the point of creating a new product, if we know it's going to create another problem. My suggestion is first fix what is broken, then launch the new product.

Cons

Yes, we grew fast and there are struggles with that BUT I see and can say first hand that I have experienced the company try to resolve those struggles and firmly believe we will continue to work on them!

Cons

With the recent change in management over the sales team, culture is out the window. This company feels like Paychex from a management standpoint. Every call is recorded, every hour is tracked, and you will be told if they decide they want your opinion. Otherwise, I've been told in no short terms on a team call to "keep our mouths shut" unless asked. This is not the company that I was hired by 5+ years ago.

Cons

You will be expected to work well beyond 40 hours for an entry level job. You cannot take vacation 25% of the year. You go to work sick because you will behind so much that it is worse to stay home. It is a chop shop/fool’s gold. They burn you out and replace you. Stay away.

Cons

Growing pains but that’s what makes this so fun!

Cons

This is specific to sales. The culture has really turned into a micromanaging culture. Tracking how many hours per week you are on the phone (you're supposed to have 8). They hired quality assurance people to literally call our meetings and see if they were real meetings. The did this under the guise of it being a "post-meeting survey." When these micromanagey initiatives were rolled out, leadership pitched it like it was something that would be helping us. "Now you can see how you are tracking to 8 hours per week you on the phone! It'll be great! We're going to give away Apple Watches for good activity, so we're hiring quality assurance people to call a statistically significant number of your meetings to confirm!" We're not stupid, I can see what is going on.

I felt like I spent literally half my working hours logging various activity into an outdated, difficult to navigate CRM system. I wouldn't have cared if they chose Salesforce, hubspot, oracle, whatever. At least use a CRM system you pay for rather than something that's free.

People who hit quota in the past year or even literally just got back from President's club were put on performance plan because they didn't hit the unrealistic activity metrics. So therefore you just put in fake numbers and hope QA didn't call those meetings.

Compensation. How does someone working in NYC or SF make the same salary as someone in a place like Arizona? Competitors offering much more lucrative comp packages.