Nielsen - Not for Everyone | Glassdoor
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Helpful (4)

"Not for Everyone"

StarStarStarStarStar
  • Work/Life Balance
  • Culture & Values
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Current Employee - Recruiter in New York, NY
Current Employee - Recruiter in New York, NY
Doesn't Recommend
Negative Outlook
Disapproves of CEO

I have been working at Nielsen full-time

Pros

Good starter job mainly for the benefits, which, if full-time include car, laptop, Blackberry, insurance, gas.
Good introduction to corporate heirarchy
Work from home

Cons

High burn-out rate and turnover
Review system obsolete
No training for job safety where reps are expected to cold call in dangerous neighborhoods
Door to Door in many cases assigned in poorly determined areas/under construction or demolished
Quota system unrealistic depending on territory

Advice to Management

Spend more time in the field
Revamp review system
Review quota system to include allowances for variables in population

Other Employee Reviews for Nielsen

  1. Helpful (3)

    "Fragmented, jack of all trades, master of none."

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Client Manager in New York, NY
    Former Employee - Client Manager in New York, NY
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I worked at Nielsen full-time (More than 8 years)

    Pros

    Salaries are ok, but nothing extraordinary. Not much stress, but not much motivation either. Nielsen has become more professional than it used to be, but there are still a few fundamental issues.

    Cons

    Nielsen offers too many products & services, and client-facing personnel are expected to learn how to sell and/or use each one of them. This results in a climate where people know enough to be dangerous, but not enough to be truly respected by our clients. I wouldn't doubt if Nielsen spins off some of them. They've been in acquisition mode for a long time, but it can't last.

    Another con is that they engaged in an outsourcing initiative a few years ago, trying to identify "low level" work that could be done by TCS personnel in India. The idea is fine, but in practice it's rather lacking. The problem is that TCS has little day-to-day interaction with stateside personnel, so a gap exists that hinders understanding of objectives & needs. This forces us to use a detailed order form to request their assistance. And when they complete their work it needs to be proofed, and often modified to be more client-presentable (due to grammar, knowledge of client issues & culture, etc). So it often takes more time than it would if you had done the whole project yourself. So now Nielsen is paying for 2 individual's time, when it could have only paid 1.

    At most other consulting firms, there is a staff of junior analysts or interns available, right here in America, and you could simply call them or walk over to their desk and say "Hey, you remember that project you did last month, could you do it exactly like that but for a different brand", and they would understand exactly what to do, without needing an order form telling them. And their output would be more client-ready due to a better understanding of English as well as domestic custom. Not to mention that these analysts would provide a steady pool of promotion-ready personnel. In contrast, the average TCS person only sticks around for 18 months, from what I've heard.

    Also, Nielsen has developed many presentation "templates" over the years, that are supposed to take data and plop it into a standardized deck. The problem is, most of those templates are very unprofessional looking. I'm talking simple things like grammar, and making sure that the margins and font sizes are the same on each page. They would never pass standards at Accenture or McKinsey or all those other consulting firms Nielsen hopes to emulate. The same goes for many of the sales and training decks. Many of them look really amateur.

    Advice to Management

    Stop trying to apply General Electric organizational models on a business that lies within an entirely different industry. Promote internal people who already understand how to do things, instead of hiring external candidates just because they worked for an impressive CPG or consulting firm. And hold mid/senior managers accountable for applying leadership skills, not just managerial skills. There is a difference between a manager and a leader. Managers merely delegate work and keep track of deadlines. That's not adding much value. To be a leader, you also need to inspire your team, motivate them, and recognize them. You also should have experience doing the type of work your subordinates do, so that you could help out in a crunch.


  2. Helpful (1)

    "Good for First Career Step"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Cincinnati, OH
    Former Employee - Anonymous Employee in Cincinnati, OH
    Recommends
    Negative Outlook
    Approves of CEO

    I worked at Nielsen full-time (More than 5 years)

    Pros

    Outstanding training and continuing education, experience with high-profile clients, corporate responsibility and diversity initiatives. It was great for a first job right out of college, I built an extensive network and got fantastic experience for my resume once I was ready to move on.

    Cons

    Compensation and recognition are inconsistent with the annual review process. You can consistently get excellent reviews but with the promotion and advancement structure, salary and bonuses don't keep up with reviews or the overall job market. Inconsistency in hiring practices and job titles, with favoritism blatantly obvious.

    Advice to Management

    Offer salaries that keep up with the market, and stop forcing a certain percentage of your high-performing employees into an "under-performing" category during annual reviews.

There are newer employer reviews for Nielsen
There are newer employer reviews for Nielsen

See Most Recent

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