Edelman

1.0

Apr 4, 2017

Recommend

CEO approval

Business Outlook

Pros

The PTO The clients (they should really evaluate their billing and the work product closely; it doesn't match up) Some decent people The office (nice location) Interns--they are hopeful people

Cons

Leadership-- they do not take responsibility for the failing business. They pass blame. Also they need to learn objectivity. The favoritism is almost a person there. They keep bad managers in place when they know the incompetent people need to be let go. CEO---he needs people skills. He is so full of himself! He can't even look people in the eye when walking down the hall. And if he tells you he cares, you better not believe him. He leans too much on his HR person, who is a lying character. HR--- she should be labeled the gossiper of the office. She pretends to solve issues but she is the issue. How does a HR person who doesn't bring one cent to the business but is so involved in the accounts and its people. She also spends the company's money taking people out to lunch. Business-- this company doesn't know how to bring in new business especially some departments. Its leadership or lack of leadership are cry baby bullies. One department's idea of bringing in new business is going to other offices begging for leftovers. There is a senior level manager whose believes or demonstrates that lying, yelling and whining work. It works for her and it works in the Edelman South office. She should have been let go but they reward her with more money and titles. And the sad part about it is everyone knows. Over sellers but under achievers--- the clients better guard their budgets. That South office comes up with so much crap to sell that they forget what they need to sell---good sound counsel with results. Favoritism---it exists in the Edelman South office! Enough said. Gossiping---everyone talks and leadership sets the tone for that. Morale and spirit- there isn't any!

Edelman Response

Thank you for your post regarding your experience at Edelman. As one of the leaders in the office, I take your feedback seriously and I can also attest to the fact that I do take immense personal responsibility for the business and for the employee experience. My leadership team and I strive to create a culture without gossip, favoritism and bias and that’s why your comments are so disappointing. We are constantly endeavoring to improve, however, so I appreciate your feedback, take it to heart and will discuss with my leadership team ways we can ensure your perception isn’t replicated. Based on employee survey results and dozens of Glassdoor reviews for the South that are positive, I take solace in the fact that your experience seems to be unique, but I’d like to take this opportunity to address a few things from our perspective. Admittedly, navigating a global firm and finding opportunities that suit people’s individual career paths can be challenging. To help, we ask every employee to build a 2- to 5-year plan, to share their plan with their manager and leadership (including me) and schedule time to talk through their career goals. I meet regularly with employees at every level to have these conversations and I’m inspired by our many employees who are self-starters, do good work and manage their careers by taking advantage of this opportunity. I love watching them do exceptionally well at the firm. Our most important asset is talent. It’s why I take the time to have these meetings and write each employee a handwritten a note to thank them personally for their work. Any additional feedback or ideas you may have would be appreciated and I encourage you to reach out to me at steve.behm@edelman.com, our general manager at alicia.thompson@edelman.com or our head of U.S. HR at maria.okeeffe@edelman.com. Steve Behm, Regional President, South

Not a great place...need to be revamped...it is sinking - Senior Account Supervisor Edelman Employee Review

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