iManage Work-Life Balance & Wellbeing

How do leaders or managers at iManage show that they prioritize employee well-being? What policies or perks are in place that allow you to take time off, pursue your passions or focus on your mental health?

At iManage, well-being feels like culture, not just policy. Our flexible time off policy, called iMAway, really embodies that. It’s not “unlimited PTO;” it’s about trusting employees to balance getting work done with taking care of life outside of work. There’s a strong sense of autonomy and accountability. For example, on work-from-home days, we manage our own time but keep our teams in the loop through daily standups or async updates if we can’t attend. Leaders genuinely trust us to self-manage, while still expecting transparency and ownership. As an engineer, I share what I’ve completed, any blockers and what to expect when I’m back, so projects move forward smoothly without micromanagement.

How has this impacted your life?

This culture has had a huge impact. Day to day, the flexibility means I can prioritize mental health or personal needs without stress. If I finish my work early or need to go to a doctor’s appointment, my team supports it — no guilt, no pushback. Even with return-to-office expectations, it’s about trust, not policing small things like being late or leaving early. 

Another impact is on big life events. This year I got engaged, planned an engagement party and moved in with my fiancé. In past jobs, I’d hesitate to ask for that time off, worried it might hurt me later. Here, my managers encouraged me to fully enjoy it. When I returned, they wanted to hear about it, see photos and celebrate with me. That support made me feel seen both as a professional and as a person.

What do these policies or actions say about iManage and the company culture as a whole?

It shows that leadership genuinely cares about people, not just productivity. Support doesn’t stop at my direct manager; it’s consistent from top to bottom. I feel comfortable sharing personal needs and life updates without hesitation, because I know they’ll be met with empathy. That builds real trust. If my leaders support me this way, I’m confident they’re supporting others across the company, too. The culture isn’t about strict rules — it’s about people first, and the trust flows upward and across the organization.