Gartner reviews

- Management doesn't really care about marketing, they care about looking good to their own bosses, so they will say anything to them to keep them happy - We are doing SPAM marketing (how sucky is that?, its 2016 for heavens sake, stop spamming!) - Lots of smoke and mirror type stuff going on around here, so sad - Morale is crazy, crazy LOW but no one really cares - Their are some people that are in high positions have NO social skills to be there or marketing skills (no joke, serious problem and a morale factor) - I feel like the leaders in the marketing department have no clue on how to really do marketing the right way to build a long term program - Everything takes months to get done because management takes till the last minute to make a decision on something (this is a problem everywhere at Gartner, people are so risk averse even though our own research tells us not to be) Simply put: Our marketing house is on FIRE but instead of bringing water, leadership is bringing more Kerosene!

London is an expensive city to live in and when you are in the recruitment process you are told that you will make a very nice living and that quota is very reasonable. Doing the right things is said to lead to great results and a very nice payday. This is NOT true and you will find this out within a couple of months. As a Client Partner you are paid on something they call ‘individual retention’ and that’s where the problems start. You work together with field sales partners and they are not paid on Individual retention. They don’t understand why a Client Partner is paid on this and therefore 50% or your time is focused on making sure that Account Executive are not making changes in the contract that will cost you money. This will decide if you are successful. In order to get paid as a Client Partner you are pushed to avoid seat changes at any cost during contract renewals (even if this hurts the paying customer). Often this results in delays for the customer, unused seats or denied access. Getting paid is not about doing the right thing for your customer, but more about not making changes the client asked for. While working at Gartner you will be asked to hit your metrics and do it whatever the cost. Management seems to be proud that a lot of higher management comes from McKinsey but this also brings some challenges. You can only improve what you measure is taken too far. You are called successful if you hit those metrics, and the metric you are paid on (individual retention) is never mentioned. You can be called very successful even though you are not making your Quota. The role seems to become less about the clients and more about making sure you hit your metrics, no matter the cost. Middle Management has no power and is more a communicator than a leader. they seem to be more interested in making sure they look good for their bosses than actually making sure people on the floor are able to do their job and are happy. Gartner is so Top-Down that middle management will never be trusted to make a decision. Even for hiring a Client Partner they will have to go to the Board level executive responsible for the department and only with his approval things can move forward. Your manager is more a gatekeeper for higher management, keeping complaints for themselves and make sure they look good. The micromanagement in this part of company is something I’ve never seen anywhere before. They will always talk about the metric that doesn’t go well, and never recognize what does go well. Office Politics are the way to be liked. There is something called ‘the Gartner Mind-set’ and this mind-set will decide if management likes you or not. The Gartner mind-set is about complying with everything that management says and to speak up as little as possible. Criticism is not appreciated and you will be categorized as someone with the wrong mind-set if you do so. The people who leave, and there are a lot, are branded with ‘they had the wrong Mind-set’. Besides the above there is also little career progression, you have to be 2 years in this role before they let you go to other roles. The HR department is not involved and rather agrees with everything management says than listen to people on the floor. These are all reasons why a lot of Client Partners don’t stay very long (some resign within their first year) and the turnover,is as high as it is right now.