Pros
Great Account Management Team in London: The immediate team of account managers in the London office is fantastic to work with. They are supportive, collaborative, and make for a positive and engaging work environment. Varied Customer Base: The company works with a broad range of customers, including well-known national brands, this offers the opportunity to work with fantastic buyers.
Cons
Micromanagement and Inexperienced Leadership: The company suffers from significant micromanagement, especially due to inexperienced middle managers who lack clarity in direction and decision-making. Nepotism: There is a noticeable amount of this in leadership roles, with positions often filled by friends or family members rather than based on merit, which affects overall team morale. Negative Culture Driven by Mid-Level Management: The negative work culture is unfortunately marred by instances of microaggressions and bullying particularly in the UK office. This behaviour is largely unaddressed by management, and when addressed by employee's to HR, it is then shut down and shared directly making it an uncomfortable working environment for employees. Lack of Flexibility and Commitment: There is very little flexibility in work arrangements, and the company's expectations regarding staff commitments feel one-sided, with little give or take. Unrealistic Targets, Bonus Structures & Pay progression: The company sets unrealistic targets that often feel unattainable. Additionally, the bonus structure is vague and seems to favour certain individuals. Pay progression is often refused, even when the role changes and more is expected with no yearly standard increase. Lack of Understanding of International Regulations by HR: The HR team based in the Far East lacks a strong understanding of international regulations and laws, which can create confusion and miscommunication, particularly for employees working outside of the region. Random and Unprofessional KPIs: KPIs can feel arbitrary and disconnected from professional growth, with some targets including activities like 'podcast listening'. These are not relevant to job performance and may detract from more meaningful and measurable goals. Creating gaps in work being improved to meet targets, and then penalised for not meeting those goals.