Pluspunten
- Products, Vision, Value - Future - where company “would like to go” - Benefits Across the board - Employee Stock Purchase Plan, RSU's, Significant Other and Family Benefits, LGBT Benefits, Family Planning Benefits (Fertility/IVF), extra days off, Birthday off, Impact Day Off (to do work within your community or cause)
Minpunten
- Retribution Fear in raising HR concerns. Although great strides have been made to be open to feedback, there is still a culture of fear in speaking up. Previously one could submit anonymously but it appears that DocuSign changed the method of which you could do this. With EthicsPoint it was completely anonymous and went to the board directly for review. Although they take feedback now, it does not appear they act on that feedback otherwise much of the internal “pandemic” we are experiencing now, would not have occurred. - Nepotism/Friend hires. Docusign is plagued with personal friendship, fanboy favoritism that has led to an infiltration of self-serving charlatan leaders and employees that lack experience. Experience and expertise are passed up in favor of cheerleaders and those who kiss the ring. In preference of establishing their personal fiefdoms, many enterprise leaders have passed up much more experienced and tenured employees. When entire teams quit, that should be a flashing red signal to HR that something is wrong with that leader. Wake-up HR! People aren’t just leaving because of quotas or RSU value, they are leaving because they can’t see a positive path forward for all their hard work, expertise, and experience. The experience that got you hired into Docusign will not be what propels you forward. Docusign Mgmt conveniently likes to cite policies to rubber stamp people (who are their friends) and not consider others. Employees aren’t oblivious to this preferential hiring however they want to spin it. It's all very obvious and has created a nuclear level of demoralizing toxicity which has exacerbated the levels of attrition. How some of these people got hired makes clear the obvious that preferential practices benefitting friends and close colleagues consistently occur here. How is that "equal opportunity"? The oddity is DocuSign provides bias training but has no HR checks and balances around the rampant, preferential, affinity/similar attraction bias hires that occur here. In other words, it's a “do as I say, not as I do” culture for leaders who can bend any rule they want. DocuSign expects our customers to believe and trust in our products when internally the employees don’t trust many of the leaders given the easily seen double-standard and lack of accountability that exists. - Fraternity “Work” Trips. There are Enterprise Leaders who coordinate certain preferential employee paid work trips, charging for airfare, hotels, food while not extending the same invite out to other members of the same team. They explicitly expense their fraternity trips with a cloud of exclusivity of who is invited. - The Great Go-to-market disaster of 2020 (on-going). Almost 2 years since “the GTM Event '' and many folks still behave like it’s fake news. When we bring issues through our management regarding challenges, there is no accountability, nothing changes or gets fixed. Many AE colleagues supposedly leading account teams lack leadership ability to communicate with teams, and can't do basic Sales & Account team activities. I know HR will reply to this feedback stating to speak w/ mgmt or your HRBP and my reply is “It's already been done numerous times to the point people have given up”. Don't blame employees. Start holding your middle managers, RVP’s and VP’s accountable to get their house in order or give employees a way to upvote/downvote leaders. There is a supreme lack of leadership/mgmt accountability also tying to a broader perception that many of our leaders are pure network charlatan hires rather than actual leaders that have the fortitude to drive change. - Customer Success does not know the product. This is the first company I have ever worked where Customer Success does not know the product. There are very few in Customer Success who actually know the product, even generally. - Chronic infighting. teams pitted against each other, mismatched comp goals, lack of basic account “team” communications and professionalism, entitled ECSs. Where is the “common company goal” to bind all the account team resources? Everyone is so focused and talking about their own unattainable quotas rather than working as a team to strike the balance of doing right by the customer and company. We have to get the account “teams” acting like teams, get them focused on success/relationships and sales will come! Quit hiring used-car sales people and hire people that can command a team or that can at least communicate as a team. - High quotas driving bad sales behaviors. High quotas drive some reps to sales at all costs, not including any of the team in conversations and expecting they can engage, write, approve everything on their own, devoid of any responsibility AND in some cases their senior leadership even backs them. I mean where is the line of good and bad anymore? Are we at a point where “anything goes” to make a sale and where we throw out logic, ethics, Docusign’s own policies, and common relationship business practices which we would normally employ to retain customers in exchange for a short-term, selfish goal of achieving one's own quota? At what point do we fall into the trap of making unethical sales justifications that we would not otherwise expect others to do to us personally or to us even as a company. How do we sell trust, when we don’t see it internally? - Process Failure. Internal processes are broken and many senior people are leaving the company who know anything or everything about maneuvering these processes. We’ve been raising operational issues for years and direct management and leadership do nothing. Everytime we raise the same issues to mgmt, they act like it's the first time they have heard of it or do nothing with it. Same challenges years down the road that engulf us with no leadership, no tracking, and no resolution. - The House of Cards. For too long the eSignature product easily sold itself allowing the company to falsely believe that because of that success that all their leaders and employees were individually amazing and that if it's not broken, dont’ fix it. However, once DocuSign acquired other products with longer sales cycles that require Salespeople who can focus longer than 5 seconds to make something happen, our failures began. The company bet on its fluid success with self-selling esignature product but now challenged with products that require deeper account penetration, targeting, strategy, and a smarter, engaged, and more technical set of resources to sell the product. Overall its a variety of factors that have led to attrition many of which are outlined above some of which also mean changing the salesforce to resources who can develop a strategy versus just taking orders - Other Cons. Base Pay and OTE are also massively lower compared to industry.
