Unily Reviews

Culture generated by some leaders was toxic. Asking more and more from the front line but not willing to back them up. Family and friends connections are a strength but end up more of a weakness. Promotion opportunities are blocked by people in questionable positions for their skills and experience. Good people were treated badly, leading to exits. Product stability was dreadful in 2020 - people and new features saved many accounts. 2 very strong consultants were effectively forced out of separate regions. Sales performance and strategy were lacking in the last 18 months, high turnover in sales positions. Feedback gets batted away. Company doesn't work as one team. Hiring processes are very questionable - aware of a few people being passed over for promotion. Onboarding has often been criticised by new hires for a lack of process.

1) Top down communication was extremely poor. Whilst I believe efforts were starting to be made to improve this, it was too little too late. There were times that clients found out about key business updates/news before internal teams which just shouldn't be happening. Working with internal communications professionals every day, Unily has a great opportunity to learn and improve.  2) The product made it extremely difficult to successfully perform the purpose of my role due to the constant bugs, deployment issues and performance challenges that meant we were constantly fire fighting to keep clients happy. I know that software can have issues and will naturally have bugs, but the scale of issues at Unily needs to be reviewed and addressed.  3) Clear divide between client facing and internal teams (product, ops etc) meaning that internal support and collaboration was limited despite all apparently working towards the same goal - CSAT. 4) Large, impactful decisions were often made flippantly and in some cases later retracted/reverted with little consideration or care for those impacted who were expected to be fine and soldier on. I saw this with hiring decisions, role changes and organisational changes. 5) People in key positions were unable to perform key duties of their role due to being inundated with issues to deal with. This meant the correct levels of support for employees wasn't available, responsibilities weren't fulfilled and commitments weren't followed through on.  6) The people who were trying to make a difference and represent the client facing teams weren't listened to, even at an exec level. Too many times I heard "I completely agree", or "no wonder you're frustrated" and despite it being taken away, no change was seen. Similarly with feedback loops - there's no point asking for feedback if you aren't going to act on it for a large portion of the business.