Gartner reviews

- Limited mobility for internal roles if you’re not located near an office (leadership is making it clear they want people back in offices while publishing research to the contrary) - Slow to change and to adopt augmented resources for employees; they prefer to build vs. buy tech and it’s disastrous - Love to hire failed McKinsey suits that bring the 10x / continuous improvement mindset to a level that is pushing the workforce to burnout; expecting high attrition after March bonus payouts - Below market pay; it’s better to leave the org and be a boomerang employee than to be promoted internally - Leaders do not listen to nor trust their employees; they’ve lost the human side of people management, even more so in the “post-COVID” era - If an employee quits or leaves, most teams are not getting backfills and remaining members have to pick up the extra work

HR’s only interest is protecting the business at all costs, which includes not addressing sexual harassment claims with due diligence and promoting perpetrators into senior management positions. HR is so busy covering perpetrators’ from unfair dismissal/sexual harassment cases that they have no time to address employee needs and well-being. Gartner’s response to covid was to increase KPIs and to set unrealistic expectations which manifested into mental illnesses in employees across all departments. If you brought forward concerns to the management team about unsustainable workloads, you would be promptly placed on a performance plan and gaslit by leaders who said you were playing the victim. Have you seen the show Industry? The work environment at Gartner is extremely political and you’re constantly stroking people’s egos so they will want to work with you and put you in a good word for you. They will tell you that you are not being hired for the skills and experience you already have, but for the potential they see in you. Then they exploit your potential by putting you through the ringer and pushing you to see how far you can go or if you’ll just crash and burn...but hey that’s what a probationary period is for. One step out of line and they are recruiting your role in the background in case you don’t pass. Turnover is abnormally high. HR is constantly recruiting without actual positions existing because by the time they hire someone new they know someone will have resigned/been fired by then. The sickest part that I witnessed was senior female leaders acting like they were part of the old boy’s club. They knew how to get ahead and focused their energies there rather than leading their teams who were looking for a sliver of hope in upper management. The reality is, no matter what department you work in at Gartner, if you live in Australia, you can find an equal or better paying job working half the hours without all the toxicity.