SafetyCulture reviews about "office"

-I left because I observed a noticeable decline in the effectiveness and credibility of the local leadership. There's also significant shift in culture later part of 2025. -HR is the number one violator of policies and enabler of not so good leaders. (coming in to the office late, and leaving early for the gym dates or law school, studying during work hours). They are also going on prolonged coffee breaks with other leaders plus their romantic partners. Also, their clique is known as gossipers and power trippers. -HR tolerates some leaders who spend their time playing pingpong, majority of their work hours, or hours gossiping because they are close with the head of department. -HR stays mum with ethical violators like bullies; unfair treatment of managers or even those who don't comply with the reporting days in the office. Employees hear HR saying that "that's not part of my work" or 'I'm not paid enough" causing delay in the services expected by the employees. -This is the open secret talked about by employees in Manila. To some this may not be impactful but to employees who work hard- seeing leaders lack accountability or HR running lazy everyday or doing other things other than work, it can be a very demotivating sight. Just dropping this here since SC employees think that this is supported by leaders. (I left so no shame here.) -I like SafetyCulture, the new CEO is also great, he visited the office & gave honest insights. A lot of people resign from the company just because of the HR and leader left running this office. Otherwise, work is manageable, pay is reasonable, benefits are satisfactory, and you can work independently. (less stress if you're not lazy) It's also stable, no redundancies whatsoever.

Fundamental things wrong with the platform which were not rectified / taking too long to amend. Which lead to customers leaving or reducing seats. New features being added without current issues being resolved. CSM's being involved in sales training and sales meeting, which were not always relevant. Constant changing of onboarding processes. The lines were blurred, teams doing things differently and incorrectly.

- leadership - pay - culture

None that I can think of.

None for now None for now

- Pacing is fast (this can be good or bad) depending on what's your preference. For many this is a con but this should be something someone researches about before applying in an earlier stage high impact organization like SC. We're not just pushing buttons here - Teams can get siloed due to focused work and output so be thoughtful and intentional about connecting with the broader teams - Nothing's perfect. There's growing pains in SC as with many other businesses. What's important is being able to action opportunities and learn from misses which is what we do

The culture has significantly degraded over the past couple of years brought by recent changes in the leadership team especially in product and engineering. Real high performers are not valued and being victimised by too much politics and are exiting the company as a result. Everyone looking busy to keep their jobs safe but not achieving real meaningful outcomes. Such a shame for a company with so much potential and a good mission. You need to show your face in the office at least 3 days a week to prove you're "engaged" and you're a "culture fit". Nothing to do with your contributions and outcomes you achieve.