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I have been working at Campbell Alliance full-time (More than 8 years)
*True Meritocracy Exists: People who excel at their role will get recognized by the organization. The new leadership has taken strides to focus on professional growth, not only in the form of promotions, but in making sure consultants, managers, and leads are ready to do well at their current and future roles. *Diversification of Clients and Project Types: By building upon the core anchor accounts and service offerings, Campbell has established a stable bottom line that allows it to expand into new areas and new clients. *inVentiv Health: inVentiv has been a great source of connections / referrals to new clients, access to core competencies that Campbell did not historically have, and a greater amount of data and support to do the job with better quality and more efficiently. The acquisition happened more than 4 years ago and synergies with the broader inVentiv organization are regularly realized. *New Leadership: New leadership is much more collaborative in nature and values input from the entire team. They care for the consultants on a personal level and actively communicate organizational updates in a transparent manner. Some former leaders (who have recently left) have contributed to the toxic environment that Campbell is emerging from.
*Changing of the Guard: With several leaders leaving the organization for a variety of reasons, it has created an environment of potential uncertainty for the company. New, competent, and proven leaders have stepped up to replace the old guard with innovative approaches to grow the organization. Time will tell how things play out... *Benefits: Compensation in the form of healthcare benefits and other "perks" are unsatisfactory. This may be an indication of where the market is headed, but to be on the forefront of expensive healthcare plans with high deductibles is an added expense. Maternity leave time is below market averages.
Advice to Management
*Take care of your people: The (awesome) team is what drives your business - recognize the performers, listen to the team for feedback, invest in them in the form of professional development, personal relationships, and appropriate compensation *Focus: There's a lot going on right now, but things will stabilize. In the meantime, focus on leading the organization to achieve its full potential. There are still a ton of senior leaders across the world who've committed to the success of the company. The breadth and strength of the manager / consultant teams will help you get to that point. Ignore the negative reviews on glassdoor who are written by disgruntled employees who've left the company to join / start competing consultancies. Focus on the people you have and build them up. Empower this next generation of leaders to grow the company.