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September 25, 2008


Jason averbook

great post kd. If truly pert mgmt driven, thank goodness. Was at client who said 'we can't get rid if them, ten years here'. Hats off to lars for running his business the way we all should, atleast in this case of low performers

insert name here

What you missed is if they used their own application to HIRE these people in the first place. After all, isn't the purpose of their app (& Taleo's and the like) to find the best of the best? You need to look at who is running these companies and their motivation. It's not to build a better toaster, which BTW they aren't.


Apparently they just laid off 180 employess last week from my inside source there. Some folks would say they got rid of low performers but I belive the company is not doing so well. Look at the financials and margins. All I can say is thank goodness I denied an offer from them last month.


I have an inside source as well, and there were large layoffs at SuccessFactors. My source mentioned they do not use their tools at the company as they preach. The layoffs were described as very typical in comparison to experiences at other companies. The idea behind the software is solid and crucial to all businesses, but it could be too much politics going on at this small, struggling company.

Coach HR

Thanks for the news. I've used Success Factors products when I was an HR executive. I loved the convenience and nice neat bundle in came in. With these two announcements, I'm wondering about the focus on the short term need to sell. Right now much of the woes of the economy is contributed to poor decisions made for short term gains. SF seems to be promoting and possibly institutionalizing that kind of thinking both with their customers and within their company.
How do you measure ethical decisions and behaviors that have long term ramifications?
How do you reward people for creating a culture of innovation? You know those outliers who just keep testing the boundaries and are as annoying as... well you get the idea.
When over 80% of the MBA programs don't teach participants how to create a culture or manage performance/goal setting how can we expect executives to think both short term and long term about the community they serve and the employees lives that are entrusted to them?
I know - old school thinking. Not the thinking of a true business partner. Yea you're probably right. But tell me how do we inspire employees to do the right thing when we ask managers to punch a button, stack rank employees and make decisions during tough times on who stays and who goes? The underlying assumption is those same managers had conversations and held people accountable during the year. If that's true, then why do we need this product? Shouldn't the "low performers" have been weeded out by now?
I still like SF products. Just hate their new marketing spin. Feels like they are now subscribing to the "sell the product and let the customer beware philosophy". The old philosophy of helping a company achieve higher productivity through holistic thinking was something that in my experience set them apart from the crowd.


SAS did the same thing but all of their "layoffs" listed as low performers were people who had been there 20+ years....can you spell age discrimination?


My name is Henry Lansang. I am an in house headhunter based in NYC. Am interested in speaking with any and all Senior Sales Executives (Regional Sales Manager/s) who were laid off from SuccessFactors. If you know anyone who is looking, please contact me 917 289 3979.


Is successfactors relly tht bad place to work cuz it went up to $9 and been thinking that everyone there must be rich now? What kinda questionable practices people talking about cuz if there be problems w/people not gettin commissions, they should just report to dept. labor. What kinda lawsuits people documenting and thinking of filing? Some fraud going on? thought sfsf was so family friendly that it was even helping out employees in their divorces or relationship probs. Not seen any concrete details in these postings? How could lars be that bad he is marrying nicole asian chick.


I worked for SuccessFactors for about 8 months in the Consulting arena. They made lots of promises during the hiring process - This was one of the worst run companies I have ever worked with. My manager ( who made all these promises before I was hired) never called me once in 5 months to see how I was progressing. Even when I told him I had concerns about the position and what was promised. In the my region, about 40% of the people hired quit after the first 3-6 months. They saw through the scam. In my exit interview I told the truth that this company is not a Performance Management company. I never saw Performance Management at SF at all. It\'s more of a cult! And - chose not to drink the \

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