LocalEdge

  www.localedgemedia.com
  www.localedgemedia.com
There are newer employer reviews for LocalEdge

 

Great Place to Work

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

I have been working at LocalEdge full-time (more than 5 years)

Pros

Great people to work with
Good leadership
Fast paced - quick to make decisions

Cons

Everything is constantly changing and it is difficult to keep up.
A few negative people try to bring down team.
Need flex-time

Advice to ManagementAdvice

Improve benefits

Recommends
Positive Outlook

142 Other Employee Reviews for LocalEdge (View Most Recent)

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  1. 3 people found this helpful  

    over priced products --> impossible to sell

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Digital Media Consultant in Columbia, SC
    Former Employee - Digital Media Consultant in Columbia, SC

    I worked at LocalEdge full-time (less than an year)

    Pros

    Adequate base compensation for the work.

    Cons

    Expensive products, poor implementation, unhappy customers...

    Doesn't Recommend
    Negative Outlook
  2. 6 people found this helpful  

    LocalEdge is a great story of "what could be" Senior Leadership (despite a few exceptions) are ignorant & self-serving.

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

    I have been working at LocalEdge full-time (more than 10 years)

    Pros

    Products are generally good and the IQ of certain key employees is excellent in some areas. The newly hired COO is trying to help the front line and bring reality to the forefront of discussion, but he is facing stiff headwinds from the entrenched royal family who have been running this company for decades. The CEO is very intelligent and seems to have some great ideas. He is excited about his firm's future, but is out of touch with the reality of what is going on in the trenches. He has made attempts to reach out to the line workers and has done his road tour to raving reviews. From what I can tell, he is an amicable person. Unfortunately he doesn't get the information he needs. This is mostly due to the "steel barrier" that some of his sales executives erect to hide the problems that exist below their level. Advice to the top: Do your best to break down those barriers and communicate more with the front-line sales managers who actually know the customers, hear their concerns, and work 14 hour days to keep this company running. They are the true leaders. They are the "feet on the street" They can help you in your efforts to turn what often feels like a top down very strict culture into what could be a bottom up organization that is innovative and client / rep focused. Please, please, please take care of the customers. Lower the employee turnover and you will be be amazed at what will happen. All you have to do is listen to what your field reps are telling their managers. You will be astonished at what LocalEdge can become. The tools are in place to dominate this niche of the market but the senior management (between the C-level and the field managers) has a lot to learn.

    Cons

    Nepotism, Nepotism, Nepotism. This is the number one problem in this organization. The head of this organization has his brothers, nephews, the brother's wives, childhood friends and you name it controlling key intersections and information highways within the company. Even though this family group is relatively small, their control is strongly evident and the work environment is a reflection of this. Anyone who is related to the head of the company gets a free pass to act any which way they want. Managers and reps live in fear of standing up for what is right because retribution is perceived and hinted to be right around the corner. Bullying is commonplace and the top turns a blind eye. Competition between hubs and between reps is encouraged. There is no team spirit. Contests are rolled out, excitement levels go up........ but then reality again rears its ugly head. The workplace environment is tightly controlled and innovation, customer service, and critical office time is forbidden if the day's sales are not where they perceive it needs to be. The company is run like a military operation with a rigid mentality where ideas only come from the top and are rolled down hill to see if they stick. Work flow needs to dramatically improve and the company needs to market its products. Ironically they are a marketing company that does not practice what they preach. No branding whatsoever.

    On the product side, rather than being proactive and preparing rollouts completely, the firm reacts quickly to what are usually false perceptions in the marketplace and learns by mistake. The customers and reps are the ones who suffer. Before allowing any good ideas to gain traction, they change their minds. New Initiatives come and go like the wind. One month it is all about new digital, the next month it all about saving the print. The sales executives who should be doing their job of informing the top of what needs to change are failing them. They are in complete denial even when they are told the truth. Managers are put in a terrible spot as confusion abounds in the lower ranks mostly due to these shifting priorities and a bewildering array of mandated and completely redundant daily reports. The organization is very compartmentalized and customers often point out that "the left hand doesn't know what the right hand is doing." This really upsets both the reps and the clients.

    Employee turnover and client churn is above industry averages and rather than looking into the mirror to identify the mistakes, the "HR - reps" who perform the exit interviews seem to also live in fear and avoid telling the real truth. Senior leadership doesn't seem to care about the turnover and takes a "survival of the fittest" approach to their human capital. The newly created retention department is trying their best to stem the customer attrition, but face an uphill battle. The customer counts have gone down each year and rather than listening to the front-line management to identify why this is happening they are putting a band-aid on the gushing wound by creating a "retention department"

    I will give them credit though, at least they are trying something. That's progress. I will say that within this chaotic work environment there are some really good people who are trying to make an honest living and are working hard to help local business owners. That said, the reality is that LocalEdge has fewer and fewer long term clients because of the systematic problems outlined above. The company is much like a ship without a rudder being rowed in different directions with no end in sight and water gushing in holes that pop open. Senior leadership bails out the water enough to keep it afloat and then puts a finger in as many holes as they can to keep their paychecks coming in; yet they can't see the forest for the trees..... nor do they seemingly want to make any real substantive changes. (except for the COO) Some of the senior leadership view the reps as cannon fodder and disposable as there always is another round of excited yet naive new recruits that join the ranks only to quickly burnout when they see how ridiculous things are run.

    Some excel in the current environment. I'm not saying it isn't possible to make a good living if you have a good group your working with. There are pockets of sunshine. That said, many new hires don't make it a year before they either resign, or are pushed out. Be very careful before choosing to work here and make sure your local leadership team is rep and client focused. The products are good, the Hearst backing is phenomenal, and the opportunities do exist to make money. Just be sure to interview them as much as they interview you.

    Advice to ManagementAdvice

    CEO: Please don't listen to your RVP's exclusively. Talk with your field managers, find out what is going on at the "local" level.
    COO: Do your best amidst the enormous challenges you face. You are doing an outstanding job.

    Doesn't Recommend
    Negative Outlook
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