Listen - Anonymous employee Collibra Employee Review

Walking away from Collibra was actually painful. It was painful to walk away from a company you originally championed and people you formed close relationships with. Collibra was once a company that had so much excitement, where people felt valued and connected to the mission, and it was an incredibly demoralizing experience to watch that all fade away. As things began to change, you began to see the people around you change. Trust was no longer there and it became an environment of survival of the fittest, yet even the fittest couldn’t survive the internal politics. If you’re close to the right people and fall in line, you might make it. If not? Well… too bad. I am obviously no longer an employee, and there is a considerable amount of hurt and disappointment that many people carry from experiences that, at least from my conversations with former colleagues, share similarities with my own. The many reviews all seem to share common themes: performance reviews that employees felt were unfair, employee surveys that some employees felt led to negative consequences for teams, employee concerns going unheard, teams that were stretched too thin, company disorganization, and more. These experiences can have a very real impact on people. Employees were brought on to be part of a world-class SaaS company but, in my experience, many did not receive a world-class employee experience. I am not writing this to dissuade potential employees nor to express anger, but to ask Collibra a simple question: what are you actually going to do? I can’t imagine that this is the legacy you want to leave behind, nor can I ignore the concerns that so many current and former employees have expressed over the years. If data is the entire purpose of what you do, then look at the data you have on your past and present employees. What trends do you see? Who was let go? Why did people leave? Don’t ask teams to evaluate themselves. Bring in an independent third party and listen to what people have to say. Have them analyze the data. Listen to the feedback. Listen to the concerns. Most importantly, listen to the people behind them.