The Titanic — except everyone thinks they're the captain - Anonymous BBC Employee Review

– No career progression. – Staff members willing to help others is really inconsistent across the organisation. There are some staff members that don't have the care or time of day to help or engage with early-career staff or apprentices. – Incredibly large gaps between what content and marketing teams are producing and the strategy leaders are talking about — either because there's no incentive or because they're not getting the framework they need to help them follow that strategy. That strategy is largely only talked about in all-staff meetings instead of acted upon. – You're lucky to get a job or a freelance gig at the BBC after finishing your apprenticeship. – Marketing departments need modernising and need more budget if they're going to keep the BBC afloat. – With all the cuts over the past few years, staff are hoarding work to prove they need their jobs instead of sharing it with apprentices. – The biggest drivers of engagement online are 16–24 year olds, so stop pretending you need to attract your online target audience of people above the age of 35. There are other video formats besides regurgitating content from iPlayer. – Getting the BBC on your CV doesn't have the same reputation it once had, and you won't get special treatment for redundancy redeployment or as a former apprentice for jobs. – Apprentices outside of Salford and London have little to no chance of securing a role after finishing their apprenticeship. – Some Heads of department have given up fighting for bigger budgets. — Salary stagnation is common practice for bands A–C. It feels like a slap in the face when you see presenters and executives being paid in the hundreds-of-thousands when 10% of the organisation is being made redundant. Some executives are paid paid 10 or 15 times as much as producers on £35k.