The employment engagement survey works! - Recensione dipendente - Product Manager presso Expedia Group

3,0
6 ago 2018
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Every year, there is a survey for all Expedians called Rate Your Stay. I had absolutely horrible managers and the survey is anonymous so you'll likely not be victimised if you are brutally honest. The survey results indicated that all of my peers felt the same way about those managers. The managers then subsequently left their roles once the results were out and there is new structure and new management now trying to help resolve the all that damage. A tad too late as 3 key senior skilled Product Managers had already left the team.

Svantaggi

Unfortunately, benefits have dwindled. We used to have Vitality which got changed, also there should be more holiday allotment and better travel discounts as Expedia is a travel company! I had absolutely terrible managers who took credit for my work, would speak over me in meetings, would never communicate the value of the work I was doing to the wider business. So very defeating experience. No progression opportunity within the team. Beware of the politics, frustratingly slow progress of delivery, the firing of so many technical contracting staff but with no perm staff to fill the gap.

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5,0
4 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

- good benefits - depending on team great culture

Svantaggi

Not every team is the same

2,0
29 mar 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Constant state of transformation is ripe environment for new hires and functional experts from big name tech companies

Svantaggi

Pre-covid the culture was really special. Collaborative, engaging, people-centric, with a unifying mission to enable travel for the world. Since covid there has been a revolving door of executive leadership, and with each round, they throw out the current strategy to try something "new" without building from the current or past successes. Constant change, but no clear vision or strategy of what they are trying to change to. Lack of strategy and low risk tolerance leads to too many priorities with not enough investment to move the needle in anything. Quarterly layoffs, but executed quietly team by team so as not to make news. No psychological safety. Talent strategy since covid is to hire externally over internal promotions to gain "functional expertise" therefore difficult to grow your career. Siloed divisions not working towards common goal. Lacks operating model maturity needed for a company of this size likely do to revolving door of execs and priorities. A cash cow company with an identity crisis trying to be an AI innovator. Build vs buy mentality slows them down. Too many exec pet projects that aren't vetted with proper business cases.

4
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