Workfront reviews about "manager"

Multiple recent changes to the sales motion in the last year Marketing and lead generation has been mentioned over and over as improving but with no sign of it happening A lot of promises of advancement but minimal opportunities Upper DSR leadership doesn't inspire a lot of confidence in the group Lack of clear expectations between AEs, DSRs and sales leaders, because of constant changes, causes frustration and headaches. It really seemed like there was no clear direction or plan for the DSR org as there were constantly shifting focuses, accounts, and requirements to hit quota. Speaking from with others (2-3+ years) on the floor there was less and less money to be made in the role . Insanely long and cumbersome process required to even show prospects a demo of the product and to create opportunities for both DSRs and AEs (even if prospects are wanting to expedite process) Process - [Initial conversation w/ DSR, if the prospect has 10-30 minutes to talk. If not, need to schedule a time w/ prospect to establish need, urgency, budget/money, pains/challenges that we solve for.] . A follow-up call with the DSR called an Impact Call is next - [Create w/ the prospect a table that lists all pains and challenges and how they affect individuals, teams, departments, leadership, and cost of problem] 30-60 mins [Call w/ prospect and AE where the AE validates if the needs from the impact table can be solved and then the AE goes through a Value Map exercise, if the AE can do that AND process discovery during this call then there is a potential for a demo next, if not then another call is required with an technical advisor so they can present a demo] 30-60 minutes Hopefully at this point the prospect isn't frustrated and they can see what the product actually looks like. Upper DSR leadership asked the DSR org via Slack to tattle on their AEs if they were not following sales process exactly during hand-offs, regardless if it was necessary or not.

People & Culture and leadership were not very skilled at training new managers on how to be great leaders. They were also not very skilled at holding bad managers accountable for improving

Not much mentoring for new managers.

There is a lot of change within the company, but I see this change as an opportunity for not only personal growth within the company but growth for the company. Change is good and will happen no matter what company you end up working at. At the end of the day, Workfront cares about its employees.

I was not given ownership or an opportunity to show initiative for the first 9 months. I was told how to do my job and didn't have any freedom to make improvements or changes. Most of my ideas were shot down. When my boss left and I got a new boss I was really excited! She was very analytical and wanted to make changes to the team based on data and what would drive the most ROI. I was all for it! I looked forward to the good changes and to tackle new projects. Then right after Christmas break, she laid me off. She said I didn't have the skills needed for the direction she wanted to take the team. She had only been there a couple months and hadn't given me anything to do other than analysis on the current community situation. She didn't give me a chance to show my worth. She dismissed me without even knowing me. Now she's posted a job that I am 100% confident I could have done. It's a different role than what I was doing, but not outside of my skill set or potential. I am very disappointed in the management at Workfront. I'm upset that her boss allowed her to do this. I'm upset that HR didn't do anything. A company with a good culture that puts people first would have given me the opportunity to at least try to do the new role. A company that valued hard working employees with good performance metrics would have at least given me the opportunity to look for other roles within the company that might have been a better fit. Instead I was walked out of the building and humiliated. A few weeks after laying me off, she also laid off my co-worker who had been with the company for over 5 years and had nothing but glowing annual reviews. I'm 98% sure that she was fired for being too old in the new managers eyes, which is illegal, and HR didn't do a thing about it.

For me, when I was there the question was when will we IPO? All the time. Not an issue anymore as they were acquired by Adobe

Sales management just clueless about the reality in the field. Really stretched the capabilities and benefits of the solution. Unreasonable expectations poorly communicated by some of the worst managers.

Yes, there is truth in a few of the negative comments. As with any company that is looking to cross the chasm to become an Enterprise company there are growing pains, mistakes that are made and challenges that engulf people. I believe that strength and growth come only through continuous effort and some struggle and this is not any different to almost any company I have worked for.