Workday
Workday Company Culture & Values
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's the company culture like at Workday?
Strengths in a people-first ethos, collaboration, and innovation are accompanied by challenges tied to frequent change, transparency in rewards, and alignment between stated values and day-to-day practices. Together, these dynamics suggest a broadly positive but uneven cultural experience that can vary by department and leadership consistency.
Positive Themes About Workday
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People-First Culture: The company describes itself as a people-first business with a whole-person approach to well-being, offering benefits like flexible time off, parental leave, and mental and financial programs. Feedback suggests employees feel cared for and respected, with values centered on employees embedded in daily operations.
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Collaborative & Supportive Culture: Culture emphasizes open communication, continuous feedback, and peer recognition, creating a collaborative atmosphere where sharing in success is encouraged. Anonymous feedback channels and approachable leadership practices aim to empower employees to speak up.
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Innovation & Creativity: Workday invests in research and development and encourages experimentation and risk-taking to stay at the forefront of technology. Programs such as hackathons and a growth mindset support employees in pursuing new ideas.
Considerations About Workday
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Change Fatigue & Ineffective Decision-Making: Feedback suggests frequent organizational and leadership changes, along with uneven communication in some departments, create adaptation challenges and uncertainty. Some teams cite difficulty maintaining stability amid constant changes.
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Opacity & Integrity Concerns: Inconsistencies in compensation and promotion handling and limited transparency around quotas are cited as pain points. These issues can cloud perceptions of fairness in career progression.
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Cultural Misalignment: Some accounts describe a gap between people-first messaging and lived experience, including desires for stronger management involvement and clearer advancement paths. There are mentions of resource allocation and leadership decisions impacting culture in specific areas.
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