Getting progressively worse year by year - Recensione dipendente - Senior Consultant presso CGI

1,0
17 dic 2015
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Teleworking (working from home). Large brand name company in the IT space. Some really smart people to work with. Share purchase plan.

Svantaggi

Near constant layoffs and restructuring. Systemic inability to win new business. Harsh HR policies and generally poor treatment of people. Lack of overall leadership. Terrible internal tools (i.e. Cynergi and the HR service portal) Crushing admin burden, especially for those who manage people. Too much bureaucracy and process which at the same time makes everyone extremely busy yet causes things to move very slowly.

Esplora altre recensioni su CGI

5,0
9 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Inclusive workplace; great benefits; supportive of personal and professional growth; decent compensation for the area; - especially given the benefits; great leadership; strong culture and values.

Svantaggi

Can be ups and downs if you are in a more volatile area of work which has contracts come and go. AI has increased that volatility across the industry and CGI hasn’t been immune. Individuals experience can vary by manager, but it’s a very good 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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