A culture that encourages brown-nosing Line and Functional Managers - Anonymous employee Revolut Employee Review

1. If you offend your line/functional managers, you could suffer and receive an unfair grading during the quarterly performance review. This is made worse as there is no appeal process for you to defend your work. Since only line managers' and functional managers' gradings matter, this only encourages everyone to play nice and be "supportive" of their managers' every decision or pander to their egos. 2. Lack of autonomy at country-level means everything from budgets to hiring are dependent upon the graces of the global teams. Country CEOs are powerless and this in turn makes them afraid to speak up against decisions that don't make sense. 3. No accountability when it comes to certain individuals in the organisation, especially those close to the senior management. Everyone's KPIs and performances are monitored closely - to the point of micro-managing people's work and strategies. But nothing is said about their inability to meet their KPIs. 4. Focus on quarterly KPIs means that a lot of people - even the most brilliant ones - develop tunnel vision after spending some time at Revolut. So focused on quarterly KPIs that any plans or ideas that require longer time to yield results will be shot down.