There are newer employer reviews for Discovery Communications
There are newer employer reviews for Discovery Communications

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a great learning experience

Current Employee - Anonymous Employee
Current Employee - Anonymous Employee

I have been working at Discovery Communications

Recommends
Approves of CEO
Recommends
Approves of CEO

Pros

the staff is so friendly and welcoming. i'm happy to work for the company.

Cons

not many full-time positions, just lots of contingent workers

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  1. Helpful (6)

    High Attrition, Poor Leadership, Good Benefits

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in New York, NY
    Current Employee - Anonymous Employee in New York, NY

    I have been working at Discovery Communications full-time (Less than a year)

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    Pros

    The benefits offered by the company are really good and people are great to work with.

    Cons

    This review is for the Digital Media department.

    Upper management doesn't seem to have a long-term plan for successfully leading and growing the Digital Media team and taking care of its people. There is a high rate of attrition caused by people leaving and frequent layoffs; I've seen employees hired less than 4-months ago suddenly told that their position was being eliminated.

    There is a cloud of despair and disillusionment within the department that stems from upper managements complete lack of awareness when it comes to treating employees with respect and providing them with a stable and fulfilling working environment. Instead there is the feeling that everyone is expandable and easily replaced by a consultant.

    Advice to Management

    Stop playing lip service and actually show employees the respect they deserve. We need leadership that has a vision for growing the department and nurturing employees talents, instead of upper management that is quick to the draw without having a real plan of action.

    Upper management needs to start proving that they learnt more than the Pareto principle in B-School.


  2. Helpful (2)

    Great Place To Hang Your Hat, Until It Isn't

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

    I worked at Discovery Communications full-time (More than 3 years)

    Recommends
    Neutral Outlook
    Approves of CEO
    Recommends
    Neutral Outlook
    Approves of CEO

    Pros

    Work with some of the smartest people in the industry, trust and be trusted. The larger organization seems to finally be getting on board with the digital age. More attention is being given digital properties and innovation with respect to new products is surfacing from within.

    Cons

    This is an old (relative to digital) company and many of their business practices are still closely tied to non-digital. They need help seeing through to the future where a new business model must be embraced as consumers are ditching traditional cable at ever quicker rates.

    Advice to Management

    Employees have come to expect layoffs in the spring and in the fall of each year. This contributes to lower morale for all employees. Not just the ones potentially laid off, but also those left behind to wonder if they are next.

    It appears that one of the factors in frequent house cleanings is related to the continual churning in executive management. A repeat pattern of:

    * Hire new executive who spends 6 months figuring out what changes they want to make.
    * Meanwhile, staff is continuing to try business as usual with lowered morale until the changes are made.
    * Organization is changed (people are laid off) and the remaining staff must march is a slightly different direction with fewer people.
    * Once the teams are finally getting into the groove, another executive is changed and the team is put back into the same loop again (hoping for a better resolution).

    These transitions break down relationships, morale and innovation within the company. They are wasteful of time in six month blocks.

    Executive management should try and limit the changes to executive teams by getting at the root of what makes them move on. Are they not performing and the team is just looking for the right people? Or are they moving on to ever higher and higher paychecks?


There are newer employer reviews for Discovery Communications
There are newer employer reviews for Discovery Communications

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