Anaplan reviews about "manager"

The company has had a lot of change and sales turnover impacted my goal attainment but that's true everywhere Growth for SDRs into Sales is hard, left because of that.

On a team of 10 people, all five that were terminated were over 50 years old. All were geographically disperse in New York, Florida, California, Washington, and Colorado. Lower and mid-level managers are dishonest and unethical while playing favorites with the balance of the team. These managers are not servant leaders, and they do not even mentor as they are typically ghosts. When dealing with existing clients, there were the constant headaches of dealing with their lack of storage and slowness of the application anytime trying to run a calculation. Unfortunately, the only way to solve this was to present an upsell opportunity and sell them more software which they didn’t need, but was required for storage. What I found most interesting was the perpetual professional service agreements that the customers had to have in place in order to do basic things like creating reports which is quite different than how the software is marketed.

Low quota attainment and the SDR program lack a strong culture, including a chance to grow in the company.

If you're considering joining this company, especially in a sales capacity, I’d strongly advise you to think twice. During my time here (over two years), I’ve seen a revolving door of talent — I’ve had four different managers and watched eight teammates leave, many of them top performers. The turnover is a direct result of unrealistic compensation metrics, extreme micromanagement, and a culture that shows little to no regard for employee well-being or career development. Leadership seems more focused on controlling day-to-day tasks than empowering teams to succeed. The targets are often misaligned with the market realities, making it nearly impossible to hit goals without burning out. If you’re looking to grow, develop professionally, and be treated with respect, this is not the place. In fact, joining may feel more like a step backward in your career than forward.

Many layers have been created in the last 6 ish months. Experienced some disrepect from mid-level managers, but believe that the solid leaders will coach them. Large partner strategy needs re-haul. Client success has had lots of turnover due to new management and caused client disruption.

The equity portion of compensation is illiquid, but employees get a lot of equity when they join, and we get more equity at regular refresh periods. The equity might be illiquid, but it is worth a lot and has a beneficial tax structure.

Lack of clearly defined business processes. In sufficient partnership. Many individuals with lack of regard for operational excellence or following the rules. Many low morale employees