Short sighted and cult-ish - Customer Success Manager (CSM) Axon Employee Review

2.0
Sep 25, 2024
Recommend
CEO approval
Business Outlook

Pros

A few good managers and employees whom work hard to help law enforcement and the communities they serve

Cons

Unattainable goals and expectations for customer adoption of products and services and a cult-ish attitude by many of the program managers, believing their purpose is to “save” the public from cops. Completely backwards and out of touch with their customer—the cops. DEI became very important to management, and execs embrace ESG

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Axon Response
1y
Thank you for your feedback. We're glad to hear you recognize the dedication of many of our employees who work hard to support law enforcement and the communities we serve. We take pride in our mission to Protect Life and the impact our work has in fostering safer communities. At Axon, we set ambitious goals because we believe in pushing boundaries and innovating for the betterment of both public safety professionals and the public they serve. That said, we understand the importance of balance and ensuring our teams have the support they need to achieve these goals. Justice, Equity, Diversity, and Inclusion are a priority at Axon, not only because they reflect the communities we serve but also because they are critical to building a more inclusive and innovative workforce. We are also committed to environmental, social, and governance (ESG) principles as part of our long-term vision. We appreciate your insights and will continue to reflect on how we can support both our customers and employees as we grow. Thank you for your time and contributions during your time with Axon.

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Pros

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Cons

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2.0
Jun 2, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Good pay and benefits Flexible PTO RSU's

Cons

Company morale is low. The other recent reviews stating this are extremely accurate. Company culture has eroded and the company values don't seem to matter anymore. 'Winning Right' has become lip service. Senior leadership refuses to address the problems many departments are having with headcount and workload. They don't really care about the customer experience. RTO makes no sense when most of your team remains remote in the same role, a role in which you spend much of the time on calls with customers and meeting with other team members virtually. Not enough staff to support the RMS customer base and ticket counts have ballooned.

3
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