They got me a job and Paid me before I had to take them to small claims court.
In my 8 years of freelancing I have never been ignored by a recruiter until now. There was enough attention given to get me the job. Despite the fact that when I interviewed for the position the manager had no idea where I was from or what position I was interviewing for. I did get the job (it was the weirdest job ever). During my time there I emailed my recruiter inquiring about direct deposit. No response. I called at the end of the week, no answer. Long story short, they didn't pay me for a month even after a flood of emails and calls (on my part). The worst agency experience ever. I will not be working with them again.
Advice to Management
Follow up as soon as you can and pay promptly.
I worked at Design + Industry full-time
I learned how to manage myself and not take abuse.
The owner is a liar. He cheats freelancers out of their payments for months. The company has very poor follow up skills and the amount of money wasted on the owners personal habits is disgusting.
Advice to Management
Leave the business. You're reputation is dreadful.
Wide variety of jobs and projects.
Co-workers are very friendly and helpful.
Shrewd business direction and sales keep the workload fairly constant.
Good office location.
Flexible work hours.
Relatively large desk space.
Poor management of staff from upper and middle managment.
Little or no recognition of work done.
Low salaries, and very few benefits.
Very high staff turnover.
Company has little to no interest in development of it's staff.
Nearly no career progression possibilities.
Employees are often 'ambushed' with a review, and any constructive criticism is met with fierce opposition.
These reviews are compiled anuualy and presented as a list of issues, which are always the same. They are then pushed back on the staff as being 'their problem', and told to deal with it.
No structured method for performance analysis or pay increases.
Segregated office space creates divisions within workers.
Veneer of 'team' atmosphere, most projects are undertaken by teams of one.
Projects are divided up into concept work and engineering work, there is nearly no crossover.
Jobs are always underquoted by the sales team without any consultation to concept or engineering.
Advice to Management
The people in a company are it's most valuable resource. Consider investing more energy into them, reward or at least acknowledge a job done well, rather than operating on a 'battered housewife' model.
Consider taking a few Management 101 courses and find out why there is such a high staff turnover. Dissatisfied workers will leave, taking with them valuable skills and knowledge. More efficient and less dracionian management will allow the business to flourish and make the staff actually like coming to work.
I would reccomend this company only to someone who has around 4-6 years experience and can hold their own. People with more experience will struggle to be challenged with the work and find the management extremely annoying. Quiter people will be pidgeon-holed and forgotten about, no matter your technical ability. Regardless of your experience or temperament , you will find the organisation to be quite dysfunctional.
Diverse, talented and friendly bunch of designers to work with; who are able to bring their unique wealth of knowledge to the team
The resources available to the design team are quite good, in regards to stationary, design magazines, in-house objet printer and material library database.
Introductory protocols for new staff on their first day, is good. People are made to feel welcome on their first day. Emails are sent to the team to encourage and remind them when a new member of staff is starting and to make them feel welcome.
You get cake on your birthday!
Lack of moral and communication are the two biggest contributing factors for the high turn around in staff.
Lack of communication between upper management and staff is extremely poor. Status or feedback on projects are often never relayed back to the designers, as a result staff are often left feeling unvalued and under appreciated for the work they have done.
Work mentality is that of a factory production line….on a need to know basis, which causes designers to become desensitized to the work they are doing and result in lack of job satisfaction.
Career progression is very limited and cross training between the different departments is none existent and not encouraged.
No training or guidance is offered to staff, in order for them to build on their already exiting skills. In fact it is looked down upon as wasting company time and money, if requested or needed.
Remuneration is well below and is not representative of industry standard for Industrial Designers.
Incentives or team building activities are a rare occurrence.
From a male perspective, the female staff (who are a minority) are discriminated against by upper management and are not treated the same as their male counter parts. As a result, many of the female designers hired are delectated administrative tasks, instead of proper design roles or projects.
Work experience or graduate staff, are often taken advantage of, to run around and clean up after upper management. True guidance, training or advice that should be offered to them are non existent. Unfortunately many of these young talented designers do not know any better and do not have the courage to question the way they are treated.
Spatial layout of offices and work area results in segregation between team members and does not encourage or promote communication or collaboration of ideas between staff. Many of the designer’s desks face walls and not one another.
Overall, working for D+I leave many feeling disillusioned and dissatisfied. Don’t believe what you read on paper, as it is a completely different story when you are in the inside.
Advice to Management
It is commonly know, people leave companies not because of where they work but because of the way they are managed.
Employees are one of the most important resources for a company and should be treated that way. I suggest upper management stop thinking and treating their staff as dispensable and start adding value to their staff, through recognition, encouragement and on going training and incentives.
I believe proper training should be undertaken by upper management, in regards to people management and communication skills. If they do this I believe they would not face such a high turn around in staff and current disgruntled staff.
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