Workday reviews

HR has participated in cover-ups of harassment and discrimination as a way to "save face" and sweep incidents "under the rug". These are "red" situations where the harassment has been both pervasive and severe against members of a protected class. Multiple managers, per our Unlawful Harassment Policy, have stepped forward to report the issues. In return, they have been threatened, ostracized, and retaliated against. Meanwhile, the managers who participated in the harassment have been promoted, awarded, and received hefty increases in compensation. The standard tactics for the harassment and retaliation are below: Corrupt management gives a targeted employee an insurmountable workload, belittles the employee's efforts to achieve the impossible, then uses the "lack of performance" as a way to retaliate in the annual, or off cycle, calibration reviews. All of this is with the hope of forcing the employee to quit on their own accord. Any objection to this abuse of power is framed as insubordination and HR is called in to carryout their process for pushing the employee out of the company. In order to push the employee out of the company, management and HR work together to eliminate any internal transfers for the employee to other departments so they either have to endure the ongoing harassment, or quit. What is most concerning about this situation is that we are an HR software company that tracks ALL of this activity, and yet the behavior continues. Promotions, financial rewards, spot bonuses, etc. are not correlated with performance, but based on how well a person keeps their mouth shut. That either makes HR complicit with the behavior, or grossly negligent. Either way, it's not only illegal, but it is a clear violation of our Employee Code Of Conduct and our Unlawful Harassment Policy, and you need to know about it. This company is one step away from a complaint with the EEOC, the DFEH, and/or the ACLU, and I am well aware of the statue of limitations in a harassment-discrimination case. The only reason why it hasn't already occurred is because despite seeing all of these infractions over the years, I still believe that Dave, Aneel, and Workday upper management will step forward to do the right thing.

Here comes the other side. All these shiny pieces are held by feet of clay. It's like eating sausages - for most people it's better not to know how they are made ... Workday technology is getting old, there are more and more short cuts in the processes. The HR practices are really bad. There are people who get away with anything because they are friends of someone or used to work together. Meanwhile other people are trying hard but getting fired. It looks just so unfair and demoralizing and the top management seems to be doing nothing about introducing merit based reviews and restrict cliques and nepotism. Workday has never made any profit selling its products and it's very inefficient. We have spent years on useless projects and built whole data centers sitting idle for years - again, no accountability or personal responsibility. Most of our developers using Xpresso are going to lose their professional skills because that languages is so "different" ... Now we are into frankensoft business buying and trying to integrate startups ... Workday is not the top dog in ERP space anymore. Yes, it's HCM product is still good and has some unique advantages. But so it has weaknesses and the ratio is getting worse. And our FIN products - the future will tell when they will be ready. The best days are clearly behind and it's sinking.