Iterable reviews about "manager"

It makes me sad to write, but there is so much wasted potential at this company. Leadership has/had a loyal employee base full of some of the most incredible people I've had the pleasure of working with - people that propped this company up for far longer than it's deserved. Mismanagement of layoffs, focusing the roadmap on things that shouldn't have been the priority, and falling behind in the market making it harder and harder to win - this led leadership to tighten their grip on the entire company and create a toxic cycle of layoffs, Exec turnover, bringing on questionable new leadership (looking at you CS), cutting resources with PS which has led to horrible customer experiences, and much more. Quotas go up, comp plans get slashed mid-quarter so they don't have to pay you at the EOQ, and the worst part is - leadership pretends like everything is okay. It feels like you're being gaslit about the state of things. Anyways - it's sad, because I think this company had everything it needed to be great, and an incredible army of Iterators who dedicated everything to this vision. But our best people are slowly leaving in pursuit of better places to be. And if you quit, even after giving many years of hard work, success, and millions in revenue to the organization, be prepared for certain folks in C-suite to give you the cold shoulder and treat you like you don't exist, or to tear you down for leaving. That will really leave a sour taste in your mouth of the company.

Growth at this stage of the company means priorities shift, and teams need to be comfortable with some ambiguity. Processes are still maturing in certain areas, which can occasionally slow execution. If you need a perfectly structured environment to do your best work, there's an adjustment period. But for the right person, that ambiguity is the opportunity.

- Short-Term Focus in Leadership: Effective leadership often involves navigating complex market dynamics via non-traditional pathways. However, it is crucial to consider the long-term implications of such strategies. While going public is a significant milestone, it should be seen as the beginning of a sustained, strategic journey rather than a final goal, unless there is an intention to transition leadership post-IPO. - Too Many Middle Managers: There is a risk in any organizational layer, particularly within middle management, of individual contributions being overshadowed. It is important for senior leadership to establish clear, transparent attribution processes to ensure that individual contributors (ICs) are recognized for their work, thereby preventing misattribution and promoting a fair work environment. - Visibility versus Productivity: In many organizations, there can be a disproportionate emphasis on self-promotion rather than on the actual work being performed. This is particularly acute outside of direct revenue-generating roles such as sales. Establishing a balance where employees spend ample time on task execution while maintaining necessary visibility is essential for overall productivity and employee satisfaction.

Internal promotions move very slowly, growth path inconsistent, SMB is a very challenging market segment for our product (AE's struggle to hit quota)

They've taken away almost all the benefits that attracted me to this company when I started. Getting promoted has been a long, grueling process. I don't trust upper management.

Buckle up because this is going to be long. -They've had several restructurings over the last two years that have severally cut back on much needed staff. -They refuse to back fill positions from employees that have quit, and then they spread out the work amongst remaining team members while still piling on new customers. This has led to SEVERE burn out across the organization and it's causing constant stress for people who are customer facing. Little do they realize and acknowledge that continual stress is DETRIMENTAL to employees physical and mental wellness. - The "values first" mindset are literally empty words at this point. Upper management, the board, and executives do not care about the people who are driving this company forward. They've continually cut back on benefits, which directly corresponds to a pay cut. They've also changed how they pay their employees based on geo location. Even then, their "pay" can't even be classified as a livable wage for the bay area and NYC. - We used to have balance days where we had the first Friday of the month off. It was a great way to help provide balance with work and personal life. Right before Christmas, they removed this benefit for our company. It's quite despicable to see a CEO deliver this kind of news as people are gearing up to spend time with their families for the holidays. - There are constant changes to internal processes, which are basically impossible to stay on top of at this point. - Upper Management and Executives have continued to pile on more work to their employees, while making KPI's and bonus options almost impossible to achieve at this point. It's directly impacted our availability to get paid our bonuses, which means they're getting to keep more money that we should be earning. Mind you, this is all in the name of "going IPO." The list of negatives grows daily at this point. Do not work for this company if you value you physical and mental health. The way they are operating is not sustainable long term.

Where to start..... since I have been here, we have just had the 6th round of 're-structuring'.... and yet we still have the same senior leadership. It feels that the leadership are made of teflon due to the lack of ownership, accountability and responsibility they have for the current situation, and the poor direction we have been led in. We have been through multiple middle-managers, none of which were effective, and all of whom helped to further alienate the individual contributors from the reason we all joined Iterable in the first place. Iterable is no longer a 'family', it's more like a horror story. I'm sorry to say it, but I predict the company will not exist by 2026.

This is a long review, I'll be touching on the points below: * Downward spiral * Excessive internal meetings * Encouraged to work during time off * Micromanagement * Lack of diversity * Lack of effort to create good team culture * Difficult quota and payout changes * Changes in benefits * Excessive, inadequate, and irrelevant training * Little to no growth opportunities * Poor marketing performance Iterable started off great, I liked my manager and the product is good but working there went downhill very quickly. For starters, I've never worked for a company with as many pointless internal meetings as they have, taking away time to do your actually job. Management puts a lot of pressure on the team, regardless if they are hitting their numbers or not and constantly blame their micromanagement on "upper management". Management encourages you to work during your time off and gives you a hard time when you want to take vacation, even though one of the benefits is unlimited PTO. The managers are great at micromanagement and take time away from doing your actual job because of it. There is also an extreme lack of diversity on the team. It’s a pretty even split of men and women, but they are severely lacking people of color and don’t seem to want to improve that. Management does a terrible job with team bonding, despite many recommendations by the team to get together for virtual or in person happy hours/ bonding activities. Quota is really hard to hit and they changed the payout to make it even harder to hit your on target earnings. Typically, a BDR is the one to run a discovery call to qualify a lead and pass it to the AE, however, at Iterable we basically just sent emails and begged prospects to book a meeting with us just to get a meeting to hit quota. This left the AEs with many unqualified meetings, making it harder for them to hit quota as well. The company continues to take away the best benefits they had, like the first Friday of every month off, changing it to quarterly. Training is very poor and the processes they have just don’t work. We receive no training on the actual ins and outs of Iterable, which would set us up for more success when prospecting and being better equipped for answering questions and objection handling. If you are looking for growth within a company, this is not the one for you. There are BDRs that have been on the team for over two years with no talks of promotions, despite going above and beyond. Asking about promotions or movement within the company will just get you shut down very quickly and an immediate change of subject. And lastly, the name Iterable is TERRIBLE. Half the time when I would cold call and tell the prospect where I was calling from, they would think I said "Irritable". Not a great look.