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30+ days ago

Business Development Associate

Ryan, LLC New York, NY

• Meets established quota of appointments and sales targets for existing clients and prospects. • Understands service line offerings with… Ryan, LLC


Ryan, LLC Reviews

4.0
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Ryan, LLC Chairman and CEO G. Brint Ryan
G. Brint Ryan
201 Ratings
  • Helpful (6)

    Liked the company until things started 'slipping off its axis...'

    • Comp & Benefits
    • Work/Life Balance
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    • Culture & Values
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    Former Employee - Executive Assistant in New York, NY
    Former Employee - Executive Assistant in New York, NY

    I worked at Ryan, LLC full-time (More than 5 years)

    Recommends
    Positive Outlook
    Approves of CEO
    Recommends
    Positive Outlook
    Approves of CEO

    Pros

    Brint Ryan has been committed to implementing programs and benefits that will better serve his employees. The company has come a long way and I liked the changes that were made.
    The increased flexibility has been good for most employees.
    I was able to work with many functions in my administrative role and build a network of support that helped me better assist those in my office.
    I felt like I could contribute and implement processes and that was welcomed in the office.
    It was a nice place to work until egos got in the way.

    Cons

    Not sure if exit interviews are used for the stated purposes. Exit interviews/pre-exit interview was used to send out behind the scenes email to leadership team to trash personal reputation and performance. This was just unbelievable and quite disappointing.

    Raise system needs to be reviewed. Never had a formal review. Had to approach management when I sensed something was wrong. That's when the floodgate opened with all of these "issues". What happened to ongoing communication and coaching from the "LEADERSHIP" ranks? Attestations regarding data entry errors were not my fault, but it was easy to blame it on "the help."

    Company pushes fitness and wellness on a corporate level, but on the local level the managers had a problem with it. What I did on my unpaid lunch break became a sore spot for management and I couldn't understand why.

    Management complains about outside interests as if that were a crime. Making a one word generic LinkedIn profile containing "entrepreneur" should not have been raised to me as a bad thing. How dare I think more of myself than just being an admin? Apparently it was felt that I had some nerve to describe myself in that way.

    Pay not competitive for admin roles in NYC, but the expectations on how your attitude should be was as if they were paying you big bucks. Make the salary match what you want out of the person so they won't have to think about doing something else outside of work.

    Manager wanted a so-called "Dallas-like" personality as if I had not been professional in the 6.5 years that I had been there. I had "lasted" because I had did a good job and got things done. Not because someone was doing me any favors by letting me stay around.

    Advice to Management

    Don't use exit interviews to send out emails on employee performance to 'beat' the publication of what was said by the exiting person. Let them have their say as their last rites.

    Honestly I tried to "protect" certain people because I genuinely liked them, but it was all for nothing apparently. So disappointed that email happened after 6 months as a temp making less than $14/hour, then after another 6 years as a FT employee? I proved I was dedicated, and it was the longest that I ever worked anywhere. And all of what I did was trashed. All because I said "office environment" as the reason for me leaving the company. That's the thanks I got. Wow.

    Communicate your expectations to employees and don't let things escalate to a point of no return.

    Let people be who they want to be outside of work and on their LinkedIn accounts. I represented the company JUST FINE being the person I was when I was off the clock.

    Keep expectations professional and not personal. A manager being upset because he wasn't (quote) "number one" to me was a bit much. Especially to the person that you barely spoke to, who didn't get a raise, a bonus, and was getting paid below market rate. Honestly, making you feel 'number one' is a job for your spouse. I wasn't getting paid enough to be anyone's Edith Bunker.

    People are individuals. Never tell anyone to 'be like' another person. Statements like "Be like the ladies in Dallas", or be like this person or that person is not how supervisors should coach employees. People will become resentful when things are stated in that way. That's like saying "I wish you would be more like my ex-wife or ex-husband." Focus on SKILLS and CHARACTERISTICS that you would like emulated. I'm sure any HR professional will tell you that as well. Management needs training in coaching employees at that company big time.

    I was honest in everything that I said in my conversations regarding my exit. Manager felt betrayed and I have no idea why when I was the one who served my head on a platter and left voluntarily. I did that to make others happy...not myself. But in the end I didn't even get credit for that. I put others before myself and I was still made out to be a bad employee anyway in some email. So no matter what I did, I just couldn't win.

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