Adyen reviews

Recent company-wide 'Culture and Inclusion Survey' results have been devastating across all departments, especially compared to what Adyen once was. Honeymoon new-joiners aside, these Glassdoor reviews too start speaking for themselves as more and more people abandon ship. Adyen chooses to look after shareholders first. This can sometimes be necessary in a competitive environment, but the company has a problematic gap in Leadership capability, especially in middle management. Despite this more layers seem to keep being added again and again. Individual Contributors, who make up 80% of the company, end up paying the price as plummeting reviews, overall morale in the office and sharply increasing turnover clearly show. Key themes: - Favoritism is rampant: Management consistently seems to reward a select few, regardless of performance or contribution. This creates resentment and discourages others from giving their best. - Micromanagement stifles productivity: Instead of trusting employees to do their jobs, managers seem to hover, nitpick, and second-guess decisions. Middle managers, many of whom were promoted with no relevant leadership experience but (now) enjoy excellent travel- and compensation benefits seem to be more worried about saving their "I am a manager in a Global FinTech" Instagram-lifestyle than actually solving the problems their teams face by introducing useless metrics and targets, so they have something to report up the chain of command and place the blame elsewhere. - Unrealistic expectations and work pressure: Due to this, the workload is excessive, and there’s little acknowledgment of the strain this puts on employees. Burnout is very common, and there’s no support or recognition for the extra effort. - Lack of respect for employees: Suggestions and concerns are dismissed outright, and feedback is not taken seriously at all, fostering a culture where employees feel unheard and undervalued.

Misleading Expectations: The recruitment team assured me of adequate time to adapt and grow within the role, but this promise was not upheld. Unclear Feedback: No constructive criticism or performance concerns were communicated before termination, leaving no opportunity to improve. Contradictory and Vague Termination Reasons: Reasons for termination such as “not fitting into the office” and “not enough time spent in the office” contradicted agreed-upon arrangements. Unprofessional Handling of Termination: The decision was made suddenly, without notice, and communicated in an abrupt manner during a one-on-one meeting, causing significant emotional distress. Lack of Communication Post-Termination: Despite sending two follow-up emails requesting clarification, the company ignored my attempts to seek feedback and explanation. Disregard for Employee Stability: Recruiting me from a stable position and terminating my employment after just one month left me in a precarious professional and financial situation, particularly close to the holiday season. Poor Onboarding Support: Instructions from the team lead were contradictory and seemed to serve as a “test,” rather than providing clear expectations and guidance for success. Unfair Treatment of Probation Period: The three-month probation period was cut short without justification, undermining the agreement made during hiring.