Workday reviews

There is still so much potential, with a good workforce, but this leadership will not get the company there. The company needs leaders who care to understand the technology and the business. The CEO only speaks marketing language and doesn't inspire so that Workday can lead. In the town halls and all of his external interviews, he sounds like he's reading from prompts written by someone to make him try to sound technically competent (or maybe he just asks AI). He seems to lack curiosity on how the technology works, and also on what is possible with AI. This cascades to the rest of the leadership. He claims Workday is an AI company but he doesn't seem to understand how. He gets the details wrong. Then he hires his friends (they often publicly talk about hiring each other) into the President and leadership roles, and his friends hire their friends, while firing pretty competent leaders, especially the strong women leaders. Any glance at the friendship circle and you can see their limited experience in building enterprise services or any understanding of HR, Finance, and AI together. What we see is lack of tech competence paired with friendship nepotism from the top down. There are a lot of good people here, but Workday has become an uninspiring place with leaders who seem to only care about profits and optics. So if you're good friends, or have family members in the inner circle, you're safe at Workday to make decisions that may be detrimental to the future of the company.

Writers and analysts have limited advancement opportunities, especially early career. Promotions are infrequent and often unclear. • Offshore teams in Chennai are now being trained to triage content, shifting some responsibilities from U.S. teams without clear communication or support. • The 50 percent in-office requirement feels outdated and inconsistent with modern remote-first expectations. Many employees joined from remote-forward cultures and are now being pulled back without flexibility. • Internal mobility is limited. Employees must stay in a role for a full year before exploring other positions, even if it’s not a fit. • ADA support can be difficult to access. Processes vary by manager and team, and there’s little centralized support. • Tech stack is fragmented. Tools like Jira, Confluence, AEM, Workday, and Slack don’t always integrate well and create friction in daily workflows. • Processes and communication around content work are not always streamlined, especially when PMs or engineers shift timelines suddenly or deprioritize documentation.