Gannett Reviews

Updated August 24, 2015
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Gannett CEO Bob Dickey
Bob Dickey
4 Ratings

Pros
  • Worked with some very good people who wanted to do a great job but were often hindered by management from doing so (in 15 reviews)

  • Work-life balance is pretty good for everyone outside of the sports department (in 8 reviews)

Cons
  • Having a healthy work/life balance is something that's frowned upon (in 8 reviews)

  • Upper management routinely blamed lower level employees when something went wrong (in 9 reviews)

More Pros and Cons

162 Employee Reviews

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  1. Mgr

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Rep in Springfield, MO
    Current Employee - Rep in Springfield, MO
    Doesn't Recommend
    Negative Outlook

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

    Pros

    Not many to give, out dated management

    Cons

    Not getting paid for work done

    Advice to Management

    this is 2015, not 1979


  2. Lack of faith

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    Pros

    Lots of varied experience in a short amount of time. Some people are genuinely nice and try their best to perform their job.

    Cons

    It's a big company, so the emphasis is on the shareholder rather than the employee and that's clear from every angle.

    Advice to Management

    Increase communication with employees. There is distrust and a lack of faith. Everyone could be better utilized if our ideas and concerns were heard.


  3. Helpful (1)

    Editor

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Freelancer - Editor
    Former Freelancer - Editor
    Doesn't Recommend
    Neutral Outlook

    I worked at Gannett (More than 10 years)

    Pros

    Newspapers provide a vital community service and the staff is generally committed to that mission. The company is profitable in an industry where bankruptcies are common.

    Cons

    Senior management lurches from one plan to another in search of a free lunch. It rarely gives plans time to unfold and develop and solves its short attention span approach with layoffs, that provide short-term profits but have eroded the local news franchise.

    Advice to Management

    Allow those who know their markets and communities the opportunity to deliver the services that customers want. Stop disinvesting in the news organizations before there is nothing left.


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  5. Can't wait to leave

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Contractor - Newspaper Delivery Contractor
    Current Contractor - Newspaper Delivery Contractor
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I have been working at Gannett as a contractor (More than 3 years)

    Pros

    Working with great customers.

    Cons

    Management is clueless and disrespectful, pay is very low, losing customers daily and no one cares.

    Advice to Management

    Get it together. Customers are stopping their services on a daily basis due to poor delivery and high prices. Find a new strategy. Pay your contractors what they deserve. Give them a day off every now and then. We work hard.


  6. commission unrealistic

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Outside Sales Representative in Sioux Falls, SD
    Current Employee - Outside Sales Representative in Sioux Falls, SD
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    Pros

    nice people everyone is trying to do the best job they can do

    Cons

    corporate expectations are unrealistic goals set too high to attain commission

    Advice to Management

    pay your people that are working hard and representing your company well...look at the turnover and ask yourself "why?"


  7. Territory Sales

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Recommends
    Negative Outlook
    No opinion of CEO

    I have been working at Gannett full-time

    Pros

    direct team members are great people and great to commisserate with but no accountability.

    Cons

    commissions used to be monthly, switch to progress payments and soon quarterly payments has been difficult and lets the company keep more money. Taxed way too high. Too much management for too few employees---they're always trying to save their own necks. Can't hire competent support staff.

    Advice to Management

    act on the issues your employees bring up. Otherwise you lose real talent, over and over.


  8. Sales executive

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Advertising Sales Executive in Melbourne, FL
    Former Employee - Advertising Sales Executive in Melbourne, FL
    Doesn't Recommend
    Neutral Outlook

    Pros

    Good benefits, good co-workers. Commission programs are good until you start making a lot of money and then they change the program.

    Cons

    Constant turnover and right sizing...morale is very low. Upper management doesn't seem to care.

    Advice to Management

    Treat your employees better so they don't all leave.


  9. A Sinking Ship? More Like Sunk.

    • Work/Life Balance
    • Culture & Values
    • Senior Management
    Former Employee - Anchor/Reporter in Sacramento, CA
    Former Employee - Anchor/Reporter in Sacramento, CA
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    Pros

    The relationships. The station's motto at one time was "It's all about people." Those were the glory days. But over time and with new management regimes, the family feeling at KXTV News10 began to change, and instead of being content as the strong #2 station in the region-- not a bad thing-- management decided we were less about people and more about money and ratings. We had long-time, much-loved on-air journalists that were pushed out for green anchors and reporters who were cheaper and younger. Whenever there was a ratings drop or a bored news director, station manager or parent company executive-- the solution was to mix it up-- by changing the station's colors or graphics package, retiring the old and hiring the inexperienced, ignoring the commitment to the community and turning around and doing exactly the same thing the competition was doing. Regarding the rating system below: Career Opportunities: Awesome for anyone just out of junior college. Compensation & Benefits: I couldn't say, my salary was cut twice during my career there.

    Cons

    See above. The unfortunate thing is that the list is long. It also must be noted that I left the company of my own accord. I saw the writing on the wall and wanted to get out alive. My review is prompted by the recent decision to push out a colleague-- one of the best in the business and much-loved.

    Advice to Management

    Fight for your team and worry less about the safety of your job. Stand on your principals and less on your paycheck and bonuses. Question decisions and stop being yes-people to corporate. One newly appointed station manager was hired to do a hatchet job on the station's budget, resources and personnel. She did so and angered the community and the entire company. She ended up running for the hills after only a few months. But the damage was done. She did exactly what the little bespectacled Napoleon within Gannett hired her to do. What a terrible legacy. It always has been and always will be "about people." But the sad truth of the matter is that like newspapers before it, TV news is the newest dinosaur. This next generation won't be tuning in at 5, 6 and 11. Their news and information will be-- already is-- coming from the device held in their hand.


  10. Helpful (5)

    GIADC Digital Department Review Only

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Team Lead in Indianapolis, IN
    Former Employee - Team Lead in Indianapolis, IN
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

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

    Pros

    The developers, designers, and immediate supervisors are excellent workers and are the foundation of the department. The pay is decent if you're straight out of college and it is a great starter job. Benefits are acceptable and HR seems to genuinely care (when they can be found).

    Cons

    Upper management is the problem. They are uninformed and choose to stay that way which is immeasurably detrimental to the department and its revenue. The leadership staff is continually trapped between ignorant upper management and the very reasonably upset artists. The department is continually making rash moves which tend to go in the following order: 1. Upper Management determines that something needs to be improved and formulates an ill-conceived plan. 2. Some unfortunate member of leadership is dragged into an unexpected meeting and is bullied into promptly executing the ill-conceived plan. (They may try to explain why the idea is terrible but upper management tends not to listen.) 3. Now that leadership has a moment to try and improve on the plan, they do so as much as they can, while under the ridiculous deadline that had been set. 4. Plan is executed. Plan fails. Leadership is blamed by both upper management and the design staff.

    Advice to Management

    Listen to your staff. Not just your leaders, but the actual artists. Learn more about what the designers do. Sit down, shadow a designer, and let them talk. Take notes even! You’ll be so much better for it. They are smart, capable, talented individuals and you are not tapping into their full potential. Properly formulate your plans. Wait until a plan is fully formulated before executing it. Have monthly leadership meetings. Let all of your leadership, both in Indianapolis and in Des Moines, get together and come up with some bigger ideas. They could solve every problem if given the opportunity to brainstorm. Get your promotions and compensation under control. People are going to talk about how much they get paid. Make sure that when they do, they aren’t outraged. Most of them have families and student loan debt. Please do not make light of their livelihoods. Be more trusting. All too often artists are treated as though they are children when they had done nothing to earn that judgement. Don’t assume what someone does is not important and never ever treat someone like they are expendable, even if you think they are. Firstly, It’s cruel and secondly, it makes you look terrible and many will lose their respect for you. Also, don’t assume someone is being rude to you. Sometimes people are just being direct and logical. That doesn’t mean that they are trying to hurt your feelings. Don’t assume that your needs are more important. Often leadership is dealing with fifteen things at once and your constant messages are not only incredibly irritating but you are making everything take longer to get done. Be kind. It’s really easy to do. Just think about what you’re going to say before you say it. Don’t encourage “trash talk”. Tell your RMC’s to respect the artists and leadership; they often do not. (You need to train ten or more new RMC’s and most of the current ones need a lesson in basic etiquette.) It’s not the designers that need to improve it’s the sales reps. The designers and the sales teams should work as a well oiled machine and should communicate often. Let them interact with each other so they can learn to communicate better. Things will become much more efficient.


  11. Helpful (5)

    Crumbling Morale, Low Pay, Lots of Overtime.

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Graphic Artist I and II in Indianapolis, IN
    Former Employee - Graphic Artist I and II in Indianapolis, IN
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I worked at Gannett full-time (More than a year)

    Pros

    You definitely get a chance to hone your Adobe CS skills, and get much faster at work flow, since the GIADC is very production-focused. This was my first full-time graphic design job, and I did indeed learn a lot during my two years there. My coworkers were friendly.

    Cons

    - Low pay - you could get a similar rate working front desk at a hotel (I know, I've done that too). - Excessive Overtime. When I first started in 2103, OT was manageable and only occurred during peak seasons (May, November-December). By the time I left, barely a week passed without OT, year-round. - Downward--spiraling Management. There was a gradual but continuous increase in disconnect between artists and management. Management continually implemented new strategies without consulting artists, seemingly throwing things at a wall to see what stuck. - Low Morale. As a result of said management, employee morale was at an all time low, with a few artists quitting every week, and a general feeling of dissatisfaction and resentment on the floor. Management, however, continued to pretend everything was going well and sidelined criticism. - Few Opportunities for Creativity. While it's true that many graphic design jobs are more boring than they sound, only occasionally do you have the time to actually devote love and creativity to an ad. The company cares about numbers and performance by a much larger margin.

    Advice to Management

    Accept that the GIADC is not doing well. Acknowledge it, and actually listen to your artists. Pay them more, work them less, and realize that quality of life is a very important thing for morale. Happy employees are productive employees.



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