GTT Reviews

Leadership turnover is extremely high, and each change brings new priorities, reorganizations, and shifting expectations. Long term direction is inconsistent, and employees often feel the impact of decisions made without continuity or context. Performance management lacks transparency and fairness. Expectations are not clearly communicated, feedback is often avoided or delivered only after decisions are finalized, and employees may be evaluated on roles or responsibilities that were never properly defined or supported. Employees who receive negative reviews are often surprised. Role changes can feel abrupt and pressured. Employees are sometimes moved into newly created or restructured positions without clear responsibilities, onboarding, or direction... yet are still held fully accountable for outcomes. Communication around difficult topics is limited. Leadership is reluctant to acknowledge broader organizational challenges, including turnover and layoffs, which leaves employees confused and fuels speculation. Workload expectations can be extreme. It is common for employees to absorb attrition, take on responsibilities from other departments, or work very long hours to keep operations running, often without additional support or recognition. There is increasing reliance on shifting work to lower cost countries rather than backfilling critical roles, which can create uneven workloads and impact quality and continuity. Compensation, severance, and recognition practices can feel misaligned with the level of responsibility carried. Decisions around bonuses and severance lack transparency, and employees may find themselves excluded from compensation tied to prior year performance due to the timing of organizational changes. The timing of certain employment decisions can leave long tenured employees feeling undervalued and financially disadvantaged.

Less learning opportunity. Bad policy