Technology is a fast-moving industry, and late-adopters often fall short. In Yardi's case, the core programming framework has already been superseded several times, and competitors are banking on it staying that way. Yardi's motto is develop it quick (with little to no concern for overall quality,) fix it later (through the release of an endless line of service packs,) and reinvent the wheel whenever possible. Senior management perpetuates this culture, partly through ignorance and partly through blind allegiance, leaving lower-level employees and management to work twice as hard as necessary to put out products that are half as stable and functional as they could be. Negativity (even when deserved) is less tolerated than laziness or indifference, and consistent mediocrity is desirable over innovation or constructive criticism. Employees are led to believe they are stakeholders in the company's success, but are seldom let behind the curtain to see the real motivations behind corporate decisions. For instance, while benefits are still among the best one can find, reasons for requiring employees to contribute to health care expenses (for the first time in many years, if not decades) was a "tightening" of the belt in an economic downturn; however, in direct contradiction to this reasoning, Yardi has acquired no less than four individual companies in the last six months.