Great Team limited opportunity for growth: opiniones de empleados con el puesto de Customer Success Manager (CSM) en Function Point

Pros Management Style & Structure Slack’s management structure has both benefits and drawbacks. On one hand, the autonomy granted due to limited managerial oversight can be empowering and allows for independent work. However, the lack of proper onboarding, training, and product knowledge sharing has at times resulted in unclear expectations and accountability gaps. This can lead to situations where employees are held responsible for issues outside their scope or control without adequate support. Compensation & Restructuring The base salary was initially competitive for those who were able to clearly articulate and advocate for their value. Though I know some were making 40-50k (which to me is very low), my salary I advocated for above that. Since the merger with FunctionFox, however, there has been a noticeable shift in priorities toward cost-saving measures. This has included restructuring salaried roles into part-time or contract positions, which may impact morale, retention, and long-term stability for many team members.

Work Culture & Team Dynamics While many coworkers maintain a polite and cordial demeanor, deeper collaboration and team support vary greatly. Jimmy in Sales has consistently stood out as a true team player. However, a recurring issue has been a lack of recognition and proper attribution for individual contributions. In some cases, management has taken credit for work done by others, which discourages innovation and motivation. More concerningly, I have witnessed and personally had to be in the middle of instances of racial and gender-based inequity. Despite advocating for others and raising these concerns, there was minimal acknowledgment or corrective action from leadership. There has also been a recent and noticeable shift in staffing that raises questions about diversity, equity, and inclusion practices. A more intentional approach to DEI would greatly benefit the company’s integrity and culture. Lastly, internal communication can sometimes be impacted by office politics and persistent gossip. Clearer standards and stronger leadership modeling could help foster a more respectful and productive work environment. Concerns About Product Direction & Decision-Making The product would benefit from a comprehensive revamp to meet evolving market needs and deliver a stronger user experience. However, rather than investing in a strategic overhaul or tapping into the internal expertise available, decision-making around product development often appears fragmented. Initiatives can feel disconnected or misaligned, and at times, those without subject matter expertise are given significant influence over direction. Additionally, there seems to be a recurring pattern where personal relationships or internal favoritism carry more weight than demonstrated competence or what’s truly best for the long-term health of the organization. A more merit-based, transparent approach to project leadership and innovation would greatly improve both morale and product outcomes.

- none really, its a job?

The product is horribly outdated. there is more tech debt then i have ever seen in a company, their integration software was made by a 3rd party years before the company was bough out by volaris. no support for it. In my time there one of their biggest pushes was trying to charge people for paying with a CC', not sure if they followed through with that. just nickel and diming wherever they could since they have to send any profit to their parent company, and the product doesn't matter, the company is just a line item to a parent company that is then owen by another parent company. the tech debt is so bad they can never really fix it, they can only maintain not really improve. any new feature they add to the system is really just them using a janky integration with a third party. they cant keep management. lie to you about your future and path at the place, then as soon as your not useful, you get the monday morning huddle followed by a surprise meeting with HR. no one knows the product, the only employees that have been there long term(3+ years) are the developers and a single CSM. no room for growth.