Reduction or loss of existing benefits – Transitioning from PayAsia to Deel may result in the removal or downgrading of previously established employee benefits, creating dissatisfaction among long-tenured staff.
Challenging and unclear performance bonus structure – The performance bonus (P4P) appears difficult to achieve due to stricter or less transparent criteria, compared to the more straightforward metrics previously used.
Decline in employee engagement initiatives – Activities such as charitable events and team building have been significantly reduced or removed after the acquisition, affecting morale and team cohesion.
Impact on tenured employees – There are instances where long-tenured employees have been affected by role changes or terminations following the transition, contributing to concerns about job security and organizational stability.
Inefficiencies in Customer Success Manager (CSM) support – Coordination with CSMs can be challenging, as concerns are often forwarded without sufficient filtering or resolution. There also appears to be a gap in country-specific payroll knowledge, which can delay issue resolution.
Platform limitations and usability issues – The Deel platform still requires improvement in terms of functionality and user experience.
Lack of comprehensive time and attendance features – Current tools focus more on time tracking rather than a fully integrated time and attendance system capable of handling payroll interpretation needs.
Limited transparency during and after transition – Communication around changes, expectations, and long-term plans may not be consistently clear.
Cultural misalignment – Differences between PayAsia’s previous work culture and Deel’s operating style may create adjustment challenges.
