"Helping people be heard" is the motto for this JEWEL of a company. Not so, for the employees, with productivity expectation levels so high, that it is impossible to consistently achieve them. Shaming lower-producing employees because maybe one or two ("golden children") happen to under-report actual work hours and on paper, to achieve these quotas, does not create a "friendly" or "great-place-to-work" environment, as what is touted on their websites and recruiting rhetoric.
Another tactic used, is that layoffs are imminent and if you don't meet your quota production (because you won't falsify your hours), then your head is up on the chopping block.
Unfortunately, after witnessing the dog-and-phoney (I meant PHONEY) show for over 13 years, watching Pavlov's-dog's-to-Machiavelian-management style experiments, I had to fire myself!
Our Gallup Austin office was closed because the employees wanted to be heard, and when they weren't, called in the AFL-CIO/Teamster organizers to take a vote on whether or not the employees wanted union protection from these unfair labor practices!
Management promised the employees with the threat that if a vote even took place, the office would be closed! And it was, over a hundred people lost their jobs and were not even allowed to transfer to the Houston office, even though they claimed they voted "against" unionizing.
Take with a grain of salt, anything you read with the Gallup name on it, find out who commissioned the study, and you will see whose interests are really being served. The results should be viewed as a bit suspect, as to financial-interests manipulations on both ends, but that is only my opinion. After all, 13 years of tenure with this company? What would I know?
Watch your step, if you are considering employment with them, make sure you are covered contractually on your side of the equation.
Godspeed
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