Paylocity reviews

Where to begin? • Cronyism is the operating system. Promotions are rarely based on merit. They’re based on relationships, convenience, or leadership’s comfort level. Positions are often filled before they’re even posted, making the interview process feel like theater. Internal mobility is encouraged in theory, but undermined in practice. • Leadership insulates itself from consequences. There are directors and senior directors who bounce from department to department, torch everything they touch, then return to the scene later to “fix” the problems they either created or left untouched all while blaming others. It’s leadership by plausible deniability. • Critical thinking is punished. If you ask “why?” too many times, or try to actually improve CX, you’re seen as a threat. You’ll be labeled as difficult, combative, or “not leadership material.” • Gaslighting is part of the performance management process. No feedback documentation, no regular journaling, yet when it’s time for review cycles or promotions, leadership will lean on vague narratives like “lack of experience” (even when you have the experience) to justify their decisions. • Your rating is not your rating. Even if your team lead gives you a strong performance rating, it can and often will be overwritten behind closed doors for “calibration.” This manipulation then impacts your eligibility for RSUs, promotions, and even lateral moves. • The company was proudly remote well before COVID, but leadership tried to rewrite history to justify mandating RTO. The announcement? A video quietly dropped after hours featuring a VP (who is rarely in-office himself) sporting a $23k watch and preaching the importance of in-office collaboration from his empty, untouched office. • Equity incentives are now a lie. RSUs are effectively unattainable unless you’re in the inner circle. The performance bar has been rigged and even if you hit it, your manager may be “advised” to lower your score to keep your reward out of reach. • The culture is eroding fast. The new CEO has prioritized desk-level micromanagement over meaningful employee experience. Values are treated as slogans, not standards. Leadership has moved from enabling employees to controlling them. • Much like their management style, their software is outdated. Enjoy supporting a SaaS that hasn’t evolved all that much since 1997, but hey, maybe another acquisition will help!

The company as a whole has gone through a lot of restructuring this year and leadership has done a horrible job at communicating and creating new processes to navigate the changes. It feels like they're intentionally putting us all through hell to cleanse all the people they don't see fit here without having to lay them off. The great thing is they're hiring a lot of people they've let go, but the problem is that no one has been trained enough to understand how to navigate processes, projects, work streams. Processes are always changing and it's not always necessary. It's all just one hot mess. DEIA efforts have been cut significantly and this company just doesn't make you feel human anymore. They treat us all like working machines. Cut RSU's from everyone and are only rewarding employees who receive an exceptional rating during their review. I've worked here for 3+ years and have realized this place has stunted my growth and salary. We are underpaid and are not rewarded for any efforts. You would think some of us would at least qualify for a bonus, but that doesn't exist here. The most acknowledgment we get is a Community post, email, or teams chat that says we did a good job. I was making more than people in my field when I first started here and now I found out after 3 years they make significantly more than me at the company they've been at for the same amount of time. There is not much room to grow here and only certain teams get promotions.