Do not work here if you stand strongly for your morals - Recensione dipendente - Service Desk Specialist presso CGI

2,0
14 nov 2021
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

- Benefits (just average) - First name practice/Open door policy - Best place to work (only if you’re in Canada)

Svantaggi

- strong office politics - management in the Philippines is pretty bad - overworked employees receive insensitive comments from the management under hushed voices - mental health issues are made fun of, and people are just called lazy - upper management is either blind or chooses to be blind when it comes to all the filthy politics and offhanded comments that come from the Leads/Managers/Supervisors about the people they “employ” (they often perpetuate it too) - “We are like family here” which means they are free to overwork you and ask you to do unpaid OT to finish tasks that’s probably supposed to be worked on by 3 people, but you’re a one-man team. - uses recognition rarely, and often as a scapegoat instead of actually compensating you fairly. - compensation package is not updated and still sticks to 2015/2016 standards

Esplora altre recensioni su CGI

5,0
18 giu 2026
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Work life balance, growth, quality

Svantaggi

Less pay compared to market

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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