Workday
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Workday Leadership & Management
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.
How are the managers & leadership at Workday?
Strengths in a clearly communicated AI-led strategy and supportive, well-tooled people leadership are tempered by uneven manager quality and gaps in explaining how strategic shifts affect employees. Together, these dynamics suggest a solid top-level direction with robust manager enablement, while consistency in mentorship and more transparent employee-level communication would further improve outcomes.
Positive Themes About Workday
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Strategic Vision & Planning: Leadership articulates a clear, AI‑centric growth strategy reinforced by ecosystem partnerships and international expansion priorities. Public communications and investor interactions consistently describe direction and priorities.
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Employee Empowerment & Support: Managers are described as empathetic, approachable, and supportive of work‑life balance, enabling people to leverage strengths and feel heard. The culture emphasizes ongoing conversations about goals, development, and performance with a human‑first approach.
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Resource Support: Tools such as Workday Peakon Employee Voice and Manager Insights Hub give managers real‑time sentiment insights and recommended actions to improve team performance. Structured programs like 360‑degree feedback, onboarding, training, and leadership summits equip managers to support development.
Considerations About Workday
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Lack of Transparency & Communication: Internal communication about AI’s workforce implications is described as unclear, leaving some people uncertain about career paths and impact. Organizational changes and leadership transitions also surface calls for more candid, consistent messaging around changes.
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Biased or Inconsistent Leadership: Management quality varies significantly by team, with mentions of internal politics, misalignment, and leaders protecting their own interests. Experiences can hinge on the specific org or manager, resulting in uneven decision‑making and team environments.
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Lack of Development & Mentorship: Some teams describe weak mentorship, limited empowerment, and constrained advancement, particularly for longer‑tenured individuals. Internal mobility is often described as manager‑dependent with approval hurdles that slow growth.
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