It's complicated - Product Manager WeightWatchers Employee Review

Product Management: Lack of leadership is overwhelming. Mid-level managers just agree to what leadership is asking for, without understanding what teams can actually manage, what is prioritized and why and what makes sense based on data. I've had items on roadmaps for years that are never seen as a priority, yanked away for something that is asked for by the EC. Product leadership is non-existent ( CPO was hired and starting after I left so I can't speak to that). No CPO for most of my tenure, VPs in Product with no experience in execution or even just product management. It's been shared that the leveling that was done in the summer of 2017 was lacking skills that are vital, little variation between levels and when suggestions are made we are told that's already in the document (trust us, it is not). As a whole organization: Toxic groups have been mentioned before and do exist. You can navigate around or through them but it's not easy and takes time to learn those ropes. There's very little real sense of culture on your 5th floor - it's been eroded by the flux of changes in the last couple of years. Please take the time to talk to people in a meaningful way. You got a lot of feedback in the summer of 2015 about how unhappy people were with compensation, the environment and the expectations that are placed on employees - it's time to run through it again. There's an assumption in leadership that those feelings have dissipated. Having been around and actually talking to peers, I think people are somewhat satisfied but there's more work to be done especially on the benefits and compensation front. You run the high performers out, by not promoting them when you have the chance and think that "Thank yous" and "You're so important to us, we don't want to lose you" makes up for lack of meaningful compensation and recognition. For the record, most of us would rather make market value than hope if I keep working nights, weekends, early mornings it'll be noticed in the yearly review (this is so, so dependent on your manager and how much they will fight for you over anyone else in your department based on this idea that there's only 1 to 2 high performers in a department at a time).