Micromanagement, Unreasonable Expectations, and No Regard for Employee Retention - Sales Development Representative (SDR) bei Anaplan: Mitarbeiterbewertung

2,0
13. Mai 2025
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CEO-Befürwortung
Geschäftsprognose

Pros

The product is great. Truly a beneficial product for our customers to see a big ROI.

Kontras

If you're considering joining this company, especially in a sales capacity, I’d strongly advise you to think twice. During my time here (over two years), I’ve seen a revolving door of talent — I’ve had four different managers and watched eight teammates leave, many of them top performers. The turnover is a direct result of unrealistic compensation metrics, extreme micromanagement, and a culture that shows little to no regard for employee well-being or career development. Leadership seems more focused on controlling day-to-day tasks than empowering teams to succeed. The targets are often misaligned with the market realities, making it nearly impossible to hit goals without burning out. If you’re looking to grow, develop professionally, and be treated with respect, this is not the place. In fact, joining may feel more like a step backward in your career than forward.

Mehr Bewertungen zu Anaplan entdecken

5,0
8. Mai 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

- Collaborative & Inclusive culture - Commitment to well-being - Professional growth & learning - Market leading innovation - Work flexibility

Kontras

Anaplan is the place to be!

2,0
7. Mai 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

One thing I genuinely appreciated was that the C-suite seemed invested in keeping everyone in the loop. The monthly town halls felt like more than just a formality and gave you a real sense of where the company was headed. When you had a good stretch, people noticed. The company feels like it has real momentum and on a macro level.

Kontras

Leadership was inconsistent in my experience and seemed to depend heavily on which manager you ended up with. It often felt like luck of the draw. I personally found the planning process to be more reactive than strategic, with urgency only kicking in once results were already suffering rather than getting ahead of it. The workplace culture also had a gossip element that I found draining over time. My biggest frustration was around performance recognition. I observed situations where reported numbers didn't seem to reflect reality, yet the consequences appeared minimal at best. I would have liked to see more transparency and accountability around how top performers were identified and rewarded, because in my experience the current approach didn't always feel equitable to those who were playing by the rules.

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