Workday

Implementation of Agile and Scrum done well seemed to work for the team on which I was a part.

I had a terrific dev manager, but my direct manager was ineffectual and showed no leadership or management skills.

Application workflow and notifications were not bad, using user inboxes internal to the application.

Also, some nice features to support unique attributes that can be propagated across different objects to personalize the UI and improve reporting dimensions.

If you are a new college grad, Workday is probably a good place, but be careful not to question managers while there. Some managers feel threatened or nervous when you question their decision criteria or methods that go beyond current user concerns and needs.

1. Old Oracle and PeopleSoft employees made this place toxic and unwilling to listen to input and others' points of view from experienced professionals.

2. I moved here from out of state to join what I thought was a progressive company. I was with a financial software best-of-breed technology provider and was anxious to find out what seemingly made Workday a popular industry offering.

3. I found out fast that I had very little input into functionality and roadmap, for which I am an SME with over 20 years of experience.

4. For a company with a foundation in HCM, I found the employee review process completely subjective. There are no real KPIs or quantitative metrics used to measure employee value or effectiveness. There is no transparency or methodology used for measuring employee contribution.

5. I realized if you join, annual raises are small. Workday likes to reward RSUs to keep employees satisfied.

6. The technology is 100% proprietary, leading to frustration, inflexibility, and a slow rate of new development.

7. Workday claims UX is great. Not my experience either, at all. No menu navigation; no integration with external widgets. Grid control is not flexible and does not support personalization, including public and private data views.

8. If you are an experienced technical candidate with SDLC experience but not familiar with Workday, ask to see a demo of the product after signing an NDA. After leaving Workday, every user I've come across in other companies that use Workday Financials is not at all a fan of the UX.

Allow employees to formally review managers.

Implement a 360-degree survey so senior managers can get a better look at management leadership skills.

Implement an employee review process that is more objective and measurable, based on defined deliverables and agreed-upon metrics.