Pros
LEARNING, Strength's base Approach is a fantastic methodology. You learn a lot about yourself and others to make a better inclusive world (Thank you Dr Don Clifton, Dr Jim Harter, Jim Collison and everyone who contributes to this movement). MANAGERS, Company has some Great people managers. FRIENDS, some great people that am in touch with as friends. However, there are too many incompetents and low performers who block you to deliver quality work! It shows that Gallup's talent-based selection is just a prediction of performance but not at all a reality. - Great Flexibility at work -Great learning and development if you like intellectual stimulation.
Kontras
EMPLOYEE VALUE PROPOSITION very poor (no shares, minimal salary growth, no real benefits etc..) I was paid AU $120,000 for 60 hours per week, sold 8 times my salary and they requested 10 times my salary to increase by 5k. Poor Retention Strategy!! BUSINESS IN DECLINE Family-owned business in decline, old mentality, controlling and highly political environment. Engagement is just a business strategy to ask employees to work more without paying them! very Smart and Vicious. BUSINESS ETHIC poor behavior toward employees. i.e Gallup Leadership team has reduced salaries by 10% for all Australian employees during covid. Bullying and high-pressure tactics were used to make staff agree to vary their contracts and accept the reduction. At the same time, they touched government funding and then announced internally that it was their best financial year in a long time! DISGUSTING LEARDERSHIP BEHAVIOUR to cut pay for profit and use COVID as an excuse. GALLUP SHARES, initially you needed to be selected as a high performer for two years to be able to purchase shares as an employee. Today they are so desperate that they beg any employee to buy shares to pay off the people who want to leave. Company is not worth the amount of shares issued. COMMISSION STRUCTURE is non-transparent with no proper visibility on pay slips. They often change the commission structure in the middle of the year to their advantage. CARREER GROWTH, very low opportunity, I have changed title 3 times, but it still the same job, a total waste of time with no real role development. Gallup's strategy is to hide behind a pretended flat structure so as to not promote people or pay them appropriately. OVERWORK Gallup pressures high performers to take more responsibility and more workload without paying them. They call this being an engaged employee lol. LEADERSHIP TEAM very manipulative and suspicious of anyone who may find a better job somewhere else or who represents a risk to leave. Employees who leave are regularly threatened by the internal legal department. BRAND To avoid brand damage, Gallup rarely removes employees. Gallup cowardly isolates the targeted individual in a way that the person feels excluded. No one talks to the person, it's awful and then of course the person resigns after having been psychologically segregated and pressured. I have witnessed that all over the globe. As a fact, most high performers have left for CultureAmp, Qualtrics, EY and many others for similar problems. MANIPULATION OF DATA Gallup publishes reports to create a market and a competitive advantage. i.e they promoted the strengths-based approach as an amplifier of performance, which I believe is possible. However, one of Gallup's studies on "Speed reading" mentioned in Gallup Business Journal "The Rewarding Work of Turning Talents into Strengths" stated that people initially read 300 words per minute at the beginning of the study and then when working with their strengths read 2,900 words per minute at the end of the study. GIANT LIE, Australian Nuclear Science and Technology Organization has requested the research paper and the study included only one person.