Pros
People think you work at “one of the best companies in Ohio” or “the Google of Cleveland” Misery loves company. Many of the employees are all in the same sinking boat just trying to stay afloat, and this leads to a strong sense of camaraderie among non-management employees, who are overwhelmingly great people to work with. You’ll meet people who will become close friends and like family to you there. The occasional free beer.
Cons
It’s most likely this review echoes the multitude of negative reviews here, but this is just a microscopic insight into what the “Hyland Culture” is truly like. High turnover is apparently commonplace now throughout the company and has gotten so high it’s not even a surprise at this point when someone quits. What is surprising however are the mass firings that occur without warning. As other reviews have stated, there have been quite a few “layoffs” that have occurred in the past months, and many employees have been called into meetings only to be fired without warning or notice, never to return to their desks. This leads many people to live in constant fear they may be called into a seemingly routine meeting only the be fired and escorted out without any prior notice. One of Hyland’s core values is “employees are our family”, and apparently remote employees are like an elderly relative placed out of mind and neglected in a nursing home in the eyes of Hyland. Remote workers are only able to travel to the main offices once a year and are continually overlooked when it comes to raises, bonuses, and promotions. Additionally, many employees are subtly, yet firmly, discouraged from working from home or taking flex days to balance their work-life, while upper level resources and management can seemingly make their own schedules without repercussions. It’s a well known unspoken rule that any negative comments should be kept under wraps at Hyland, otherwise an employee will likely face persecution from HR and management. Many employees are either pressured into only giving positive feedback on “anonymous” eNPS surveys for fear of retribution, or simply forgo these surveys entirely. The negative feedback that some employees are brave enough to provide consistently falls on deaf ears. eNPS scores are steadily decreasing, however HR leadership will simply gloss over this fact and rehash the same few positive talking points each quarter. Hyland’s attitude towards the negative feedback from its own employees has evolved from a willing ignorance to blatant indifference. All communications are saved and can be pulled and reviewed if management may be digging for reasons to discipline or fire an employee. Employees shouldn’t say anything in an email or Skype message they wouldn’t be willing to say to their leadership’s face, because it’s likely they have already read it or will in the future should your performance ever come in to question. Any negative comments best be made outside the office and not on any company networks or devices. Cliques are common throughout many departments, and if you’re not a member of your management’s “inner circle” you’re effectively guaranteed to only receive minimal pay raises (that barely account for cost of living increases), no promotions, and are likely to be the first on the chopping block when things go south. Management will flat out blame their employees for their own incompetencies and mismanagement to save face. This appears to be a common occurrence throughout the company, and many of the lower level employees are well aware that their own management is actively throwing them under the bus. The turkeys wandering the parking lot are generally more well-suited for management roles than the current staff. The managers that do truly care about their employees are few and far between, and likely to be marginalized by executive leadership. Many of these issues could be overlooked if the pay was adequate, however most if not all non-management positions are severely underpaid when compared to . Many people in low paying departments like Tech Support, QA, and IS have to work second jobs just to make ends meet, meanwhile leadership is touting that our profits are stronger than ever. The standard rationale that is spouted off is that Hyland’s “great benefits” compensate for the lower than average pay. While that may have been true 5+ years ago, lately the “perks” and benefits have dwindled to being sub-par, while the pay has not increased. M&Ms and Pretzels don’t pay the bills. Hyland used to be known for extravagant parties and events in the past, but now these parties and events are being replaced by free donuts and a happy hour. However, this by no means stops Hyland from slinging propaganda to the public and posting constant “throwbacks” on social media to the fun and exciting events that are now a relic of the past.
