Navan

2.0

Jun 10, 2020

Anonymous employee

Recommend

CEO approval

Business outlook

Pros

Great product, well positioned for when travel begins again, amazing co-workers, unlimited PTO. The only reason I'm still here is because I hold out hope that one day we will actually dominate the corporate travel space, and because I love my team.

Cons

Where do I begin? I want to preface this by saying I speak primarily about the sales organization. This company had an amazing culture back in 2019. Leadership trusted its employees, employees trusted leadership. Morale was high and we all really felt like we were a part of something special, and it felt like we were truly a family. Boom - leadership then lets ambitious sales goals and unrealistic plans for fast growth get the best of the entire organization. I'm all for a start up to set a high bar for itself, but at what cost? It certainly should not be at the expense of employee trust, confidence, and overall morale. Not at the expense of SDRs being treated like nothing more than a PG robot with no soul. Not at the expense of voices bot being heard. The former reviews explaining how TripActions has done a 180 since the beginning of 2020 are completely and utterly true. Direct managers do an amazing job of listening to their managees, but unfortunately leadership does not try to understand or care to see things from our point of view - they will do whatever takes (including ruling by fear, which is an incredibly ludicrous tactic, especially during times of crisis) to make sure the board sees the numbers they were told to expect. Ever since they hired our new CRO, leadership has time and time again set vague expectations just to change them up weekly and expect us the sales org to "just suck it up" and if we "don't like it, leave." There is zero emphasis on nurturing current employees, helping them improve, and giving them clear path to promotion. It's honestly laughable how much this company has fallen from grace. And don't even get me started on how poorly leadership has addressed the BLM movement, but I feel the need to comment on that as well. Do not expect the POC at your company (which are few and far between, particularly on the exec team), to tell you how to run your company, EDUCATE yourself and then actually DO the work if you want to be a true ally to the black community. And don't you dare make any excuses as to why it's taken this long to even address the diversity issue when it has been brought up several times by your employees. I'm tired, and I'm disappointed.

Navan Response

Thank you for your candid feedback. It wasn’t easy to read, but I appreciate your perspective. There is clearly work for us to do to ensure TripActions is a place where you feel supported. It is true that we have ambitious sales goals, but I believe they are attainable. In order for us to win this market, we have to set goals that are ambitious while arming ourselves to achieve them. It is also true that as we’ve grown, our jobs have gotten more specific. It’s important that leadership provides strategic clarity and sets expectations in order to bring focus to the work we do. This specificity is necessary so that you can focus your energy on your job without having to wonder if you’re doing it well. This is not a matter of trust, but it is our shared quest for excellence, which requires clear goals and accountability. Hopefully, you heard me share our expectations of the team, backed by the metrics we track, at our Sales All Hands this week. If you still don’t feel it’s clear, please know that you can always talk with your direct manager or with me. We all want TripActions to be successful and that means ensuring you are too. I also recognize there’s work to be done on the diversity, equity, and inclusion front and we are prioritizing this across the company. We are working closely with our people leaders to take immediate action as it relates to unconscious bias training, evaluating our hiring practices, and putting a strategy in place to ensure we’re being intentional about our D&I initiatives. There will be more information shared internally on the steps we’re taking and progress being made. Lastly, I encourage you to share your feedback internally as issues arise. It is always valuable for us to address issues in real-time, when they come up. I would encourage you (or anyone) to share feedback with someone who can help address it - this typically starts with your direct manager, but I am always available as is your HRBP. -Carlos

Gone downhill - Anonymous employee Navan Employee Review

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