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Bad leaders will result in bad reviews. Head of GSO is a perfect example. Look at all the turnover in that department. There is maybe 1 person left who is remotely qualified to be working at the level they are. Real security people see right through the CSO and would never take a job to work there.
There is one VP that seems to own everything. He was Rajiv’s puppet. That guy hasn’t changed. Not sure why no one has noticed especially since some of the people that work for him are yes men and not critical thinkers. I’m hoping for a change in that org. We desperately need it
What needs to change? Get rid of all of BM’s leftover ELT team. Get people in here that know how to run a successful company and stop hiring “yes men.” Stop promoting people because they are your favorite when there are clearly others within the company that are more qualified. Give us cost of living raises, full bonuses, and provide insurance that won’t put us in debt every time we need to see a doctor. Or at the very least, provide 100% contribution to our HSA that equals our incredibly high deductible.
Cannot speak for Rajiv's former org, but in my area we keep hiring leaders with no experience in the auto retailing industry who do not understand what their employees need to do to satisfy customers. Instead, these leaders do not listen to experienced employees and then they try to manage like did at whatever IT or software company they came from, and then more bad decisions are made and morale stays low. Do not ignore experienced employees. Also give us better healthcare, salaries and the other perks we have had to give up over the past few years. We really need visible leadership too, not someone two states away.
What needs to change? The old ELT may be gone but it will take time for radiation levels to drop. In the meantime CDK can decide to not short change us come bonus time like they did last year. Maybe take a second look at the benefits package too, especially our high deductible health insurance. Also how about an office environment designed for concentration and not food fights? Get rid of the open air coding pit layout.
Then let's take a look at any remaining toadies left behind by Rajiv who drank too deeply of his Kool Aid and consider sending them off to join their old boss. I'm talking anyone hand picked or groomed by him for any reason. They retain his toxic philosophy. Last let's get off technology so old it was used to inventory chariots during Roman times. That would all be a good start.
"I just saw that we again made the top 10 worst companies to work for, better have a town hall to explain why we are actually one of the best companies on earth to work for, better order more ice cream to prove we're cool" - CDK Management
Agree with the comment - the IT and R&D VPs are downright toxic. Why would someone review CDk positively when litterally nothing has been done to fix the ACTUAL problems? Before my director left we had a mostly positive culture on my team, now, my manager is really just the person who didn’t quit, they were not selected because they were right for the job, and now, they can’t seem to recruit new quality engineers, so again, how is this better then my previous manager and director that somehow built up a team of highly engaged engineers who got stuff done (the reviews were not much better back then) .. it’s such a bummer where things have ended up. I hope HR is happy with what Rajiv created and the leaders he left to run things.
What needs to change: Pretty simple from my perspective: Stop blaming the last person out the door. I find it very interesting that, soon after my bosses boss quit, he was blamed for so many of the issues, no one seemed to want to have a conversation as to why he left, or why anyone would leave. Then, when my direct boss left - same thing, every new problem, every issue we were facing, the VP level management blamed him for - every person quitting, every failed project or missed deadline. When managers/directors work at CDK they have little real decision making power, after they leave VP's act as if they ran the world unsuccessfully for years and are the cause of all the current issues. We fix this problem by admitting it's not the fault of the person who left. The culture itself is toxic and the problem won't be fixed until that's addressed (by removing the remaining VP's who caused this issue in the first place).
So what needs to change?
Great news! Now we will have to sit through more mandatory fun events about how we are so great and that management cares.
if it hadn't been for the temporary bump in ratings we got from BK coming onboard, we'd probably be #1 worst company to work for.