Adyen

• Free lunch
• Pretty cool colleagues
• Friday Beers

I had high expectations when I joined Adyen, hearing it was one of the most amazing companies to work for. However, my experience turned out to be a disappointment.

While I admire the C-Level executives for their motivation, my interaction with middle management was nothing short of frustrating.

At Adyen, there seems to be an emphasis on visibility rather than the actual value an employee brings to the table. Despite the inspiring leadership at the top, the middle management tier appears ineffective. It feels as though there's a significant gap between the frontline workers and those in managerial positions.

If the C-Level executives were more aware of the realities on the ground, I believe a significant portion of middle management would be replaced.

One of the most disheartening aspects is the promotion process, which seems to be driven solely by politics rather than merit. As an engineer, it's particularly challenging as your manager often takes credit for the work you've done. This creates a toxic environment where ambition is stifled, and individual contributions are undervalued.

Overall, Adyen may not be the best fit for individuals with high ambitions. The company culture can be demoralizing, gradually breaking down employees until they feel like mere shells of their former selves. If you're looking for a workplace where your efforts are truly recognized and rewarded based on merit, Adyen may not be the ideal choice.

Don't Rely Solely on Middle Management:

Avoid taking everything at face value from middle management. Ensure that you have mechanisms in place to gather feedback directly from frontline workers. This will provide a more accurate understanding of what is happening within the organization at all levels.

Fairly Reward Top Contributors:

Recognize and reward top performers based on their actual contributions rather than their ability to sell themselves. Implement transparent and merit-based reward systems to ensure fairness and motivation among employees.

Foster Clear Communication:

Clearly communicate expectations to employees and provide regular feedback on their performance. Establish clear performance metrics and objectives, and ensure that employees understand how their work contributes to the overall goals of the organization.

Create an environment where failure is seen as an opportunity for growth and innovation, fostering psychological safety, providing support, recognizing the value of risk-taking, and ensuring that individuals are not punished for their failures.