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Weather Channel Reviews

131 Reviews
131 Reviews
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Weather Channel Chairman & CEO David Kenny
David Kenny
66 Ratings
  1. 6 people found this helpful  

    Great co-workers. Constant change.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Senior Director in Atlanta, GA
    Former Employee - Senior Director in Atlanta, GA

    I worked at Weather Channel full-time (more than 10 years)


    Co-workers who genuinely care about their work and are very good at their jobs
    My manager demanded high performance


    Incredibly high and sustained stress:
    The velocity of change makes it difficult to provide consistent quality work
    Work-life balance is a very real challenge (people are "always on" and the perception is that the employees are to give all to the company without question, no matter what).
    Due to the varying natures of work, an open floor plan for every department isn't necessarily the right plan for every department.

    Advice to ManagementAdvice

    Change is good and necessary to stay relevant. Constant change with "everything" being a top priority (or the perception that everything is a top priority) is contributing to workplace unhappiness. You'll never make everybody happy, so focus on trying to make the majority of your A & B players happy. Give them time to decompress and disconnect (and mean it), give them training, give them growth opportunities and reward them financially and through recognition, give them flexibility with their schedules (and mean it), tell them they are doing a good job (and mean it). Be present for those people - they need to think you care and hear their concerns. Even if you really don't care, pretend to (but just don't be obvious about it). Cameron Clayton and Bill Higgs are great examples of upper management that know how to be present for the employees. It makes a difference in perceptions even if it can't make a difference in actual workload. That's something at least.

    David Kenny - Explain to the employees why you are networking instead of being in Atlanta HQ. It might help if people understand why you are rarely there and why you need to be elsewhere (ie to move the business forward, etc.). Also, perhaps explain to them that they have leadership there in Atlanta that they can depend on, so they really don't need you to be there (even though they perceive you do). And once you tell them, tell them again and again. Many of your employees perceive you as completely disconnected from them. Perception is reality so there's a bit of challenge for you to connect with your top players and not just your highest paid employees. You don't have time for the hand-holding no doubt, but during all the change, your employees need to perceive that your hand is at least out-stretched.

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