Smartsheet Reviews

It would never be our intention to mislead an employee, and managers should be careful not to confuse potential outcomes with promises. We have grown quickly, from a team of 30 in 2012 to over 800 employees today. We have people managers with many years of experience and those who are managing people for the first time here at Smartsheet. We have people manager training, which is rooted in our values and the importance of direct and frequent communication, and we support our managers with HR business partners, recruiters, and financial planning resources. We believe in internal mobility and feel it is important to provide opportunities for career progression, including first-time people managers. All that said, it sounds like those efforts did not line up for you as we would have intended, and we are sorry for that. --Kara Hamilton, SVP People Operations... MoreLess

Thank you for taking the time to leave us some feedback. It is tough when an experience doesn’t meet expectations, and I’m sorry for this. I’ve worked closely with most of the New Accounts team managers, and I believe they are sharp and that they care. It is a role that has changed a lot in the last couple years, and the team and the managers have been asked to learn together as we have evolved and built the next iteration (and the next, and the next). That process can be energizing, but there is no promise that learning something new together will be free of all stumbles. Regarding pushes at the end of the month, this is a common occurrence in many sales organizations. I can say with certainty the goal of sales leaders in those moments is focused on productive closing, not theater. Again, I do appreciate the feedback. Individual growth for managers, like for everyone, is not accomplished once and then forgotten. It is perpetual. We do recognize that, and HR along with senior leaders will continue to challenge and develop all our team members. --Jason TerAvest, Director of HR... MoreLess

It is always useful to read perspectives as it encourages us to assess and improve as we hire, retain, develop, and support a growing team. Whatever may have happened, it seems we did not share the same view. It is never easy when relationships end and people agree to disagree (or don’t agree to disagree). The HR team has a demanding role to play. No one is perfect, but they work really hard to ensure that as our team grows, that we have scaled HR resources in place. Our HR team is skilled, trained, and committed IMO vs. just stepping through the motions. Additionally, we have open lines of feedback (named or anonymous) to our SVP of People Operations and me, and we actively encourage feedback. The anonymous option is exactly intended for people who, rightly or wrongly, believe feedback may be acted on in an unintended manner. The team is my highest priority and we support team members. That said, when someone habitually ignores the code of conduct, we take action -- quickly. I am sure it can feel abrupt to some, even after they have been on a PIP (performance improvement plan). And, yes, people can succeed in those plans sometimes: one of our top 10 sales reps is thriving after being on a PIP four years ago. Respectfully, --Mark Mader, President & CEO... MoreLess