Since it's likely Glassdoor will allow CDK to remove it:
I've been in management at CDK for many years. I've seen many changes, cuts, new leaders come, old leader leave. I can with complete honesty say it's the worse it's ever been, at least in the last 10 years I've been involved. You'll notice there's been an uptick of negative reviews lately and you might be wondering: "What's going on? are all these really not true as the featured review says?" - In a word: YES - CDK is as toxic as depicted. I've never once wrote a review on glassdoor, or any other site but Amy Byrne, CHRO's response to a recent review put me over the edge. Here's the thing: the truth is always somewhere in the middle, we all know that, but Amy's reaction to criticism along with other executives I've spoken with is a large part of the culture issues that currently exist. If Amy really cared, if she really wanted to improve things, she'd actually get out and speak with associates. Since Amy joined CDK as the head of HR i've interacted with her once, during a "round table" I tried to bring up issues and she literally ignored me: I brought up a serious issue, she looked at me emotionless and just said: "Any one else have any feedback". I never had a follow up and since then have not even seen her. The only interaction employees have with her are condescending and absent of any real engagement. There have been a few themes both in recent reviews as well as her responses: First, the mutual arbitration agreement: it's 100% a fact that all employees are, as a condition of employment required to sign the agreement. After signing the agreement, and independent of the actual system CDK uses to track policy acknowledgements, you can print out am "opt-out" form and email it to a generic email address. Nothing in the system tracks that you opted out. So yeah, you are forced to sign it, even if they offer a loophole after the fact. She mentioned added benefits for family planning: Sure, they sent an email out saying we now can allow fathers to take time off when their wives give birth but it misses two important facts: First, as someone working as a manager for 10+ years at CDK[ADP] I don't know a single manager who wasnt already allowing dad's to take time off. Front line managers have been dealing with this terrible miss since before CDK existed. Changing the policy to allow it doesn't change anything other than fixing an obvious miss that was a legal requirement in most countries CDK does business in. Further, The email sent out letting us know was widely mocked as it's the only email we've received in years that even comes close to keeping a benefit and it's tone was very "see, we give you stuff" To make it seem like CDK is doing what's right for employees is beyond a strech. In the last two years we've seen drastically higher health insurance costs passed on to us, Paid home internet, company cell phones, laptop buyback programs, free office parking, convention/training travel, Bonuses for non-engineering staff all taken away.
Finally pay/benefits - Amy says we provide median benefits. this is 100% not true. Here's why: When CDK looks at benefits and salary they compare themselves to companies that are NOT actually in their same industry. Is our pay on par with our real competition: Amazon, Microsoft, Google? Of course not, but if we compare ourselves to Dollar Tree, K-Mart, Walmart.. sure.
If Amy wants a two way dialog then stop firing (laying off) the people who are vocal. The fear of reprisal isnt just a fear, it's a fact.
Like you said, Cost cutting is part of any business but it misses context: CDK continues to let go anyone who speaks up thru internal methods I have personally seen this countless times. However, CDK uses severage packages to get exiting employees to sign an agreement to stay quite about their experience. If CDK really cared about it's customers it would invest in the support, operations and engineering needed to keep the customers running, not executives that have no experience in software, no experience working with professional staff and no experience actually building a business, only cutting from one.