Tempo Software Reviews

- The changes to management made the company culture disappear - I wouldn't trust the new management & HR dept to save my life if it depended on it - A lot of good people have left the company - Meetings are all about money - Feels like people have become disposable - A series of unfortunate and bad decision making has lead to employees loosing trust in management, It doesn't look like they know what they are doing. - Management isn't interested in improving things , but they would rather change everything and hope the new changes makes it better as opposed to understand what did work and what didn't. - Blindly jumping into new markets and cancelling projects when they realize it doesn't make money.

- The fabric of what made Tempo great seems to have been ripped apart in 2020 through various senior management level decisions. Unfortunately you cannot just manufacture good culture out of thin air and saying 'we hear you', so I fear this is going to be a long road back for Tempo. - On the culture as a whole there seemed to be a focus in amalgamating and removing the cultural differences between the office locations that had made the company a great and interesting place to work. - A big number of quality, long term employees choosing to leave due to frustration with what is happening to the company continues to be an ongoing occurrence throughout 2020 & looks to be the same 2021. - Whether fair or not, Diversis Capital who own 55% of the company are no longer trusted by the majority of staff due to their management actions and how staff have been treated throughout 2020. This lack of trust feels close to, if not irreparably broken for a large percentage of people and it is clear that Management has no idea how to fix this. - Unfortunately to muddy things further, a large portion of Senior Management have been replaced by Diversis people, including HR and goes a long way to the feeling of isolation and lack of communication a lot of staff feel. - Employees now feel they are seen as assets and bottom line, not people, and feel easily disposable, for example large cuts due to 'covid', only to be hiring at scale a month later, and highlighting an offshore engineering office thats ready to 'jump in' as needed. - Career paths were never made clear for staff and internal growth in the company seems stifled. It appears the strategy is to bring in external 'top talent' rather see what they have within. - Communication between Management and staff on a day to day level is poor, company meetings are too focused on talking about 'profit and loss' and appeared more suited for a board meeting than a staff meeting. Finances of the company were not the things staff wanted or cared to discuss when there are glaring problems happening in their day to day work life. - Despite all that management says they are doing to 'hear' staff, the simple fact is that they still have not been able to understand the feelings of the people and get on top of things going into the end of 2020 after months of discussion and no stability in sight.