Difficult work place - little vision - lots of admin - no empowerment - Recensione dipendente - Dipendente anonimo presso CGI

1,0
8 apr 2010
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

On the surface: good set of values, many clients, wide range of expertise needed. However this company is managed like a holding (for share price). As such, it is better for financial analysts with a little IT experience than for IT specialists looking for growth, and diverse training.

Svantaggi

Published values not respected from upper management and down the chain. No IT leadership as this company follows the train and is mostly for "body" placement. Very little empowerment of employees as decisions power is kept at the top with little delegation thru the ranks (middle management and employees). Management structure changes frequently. Very weak HR function with few described roles and responsibilties. No ombudsman to enforce sound management practices. Training is hard to come by. On the whole, a large company managed like a small one.

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5,0
27 apr 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Great leadership Understanding of work/life balance

Svantaggi

Don't really have any cons for this company

1,0
16 giu 2026
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

no specific positives to highlight from my perspective

Svantaggi

I worked at CGI in both India and the USA and observed similar workplace culture concerns across both locations. The only real difference was HR—India HR felt more supportive, while my experience with USA HR was disappointing. My employment ended shortly after maternity leave due to an alleged “lack of projects,” which I experienced as a layoff. I also observed what appeared to be misuse of position by some leaders, including blurred professional boundaries, preferential treatment, and expectations that went beyond normal workplace roles—at times resembling personal-assistant-style demands rather than professional conduct. Surprisingly, I also noticed inconsistent “policies” applied differently to different individuals. In some cases, it felt like the rules changed depending on who you were. When leadership became aware that someone was related to another employee in the organization, it sometimes felt like that person was singled out or targeted rather than treated objectively. Overall, these practices—whether through inconsistent treatment, perceived power misuse, or favoritism—undermine trust, damage workplace culture, and raise serious concerns about fairness and professionalism.

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