Pros
• Some flexibility in the role. • Exposure to various tasks beyond the original scope of responsibilities.
Cons
1. Leadership Involvement in Marketing: • Local management tends to intervene in areas like marketing and branding, even when they may not own the official guidelines. • Instances of mischaracterizing certain efforts (e.g., defining basic social media posts as “digital campaigns”). • Feedback from the marketing team on content strategy is often dismissed as personal opinion rather than being considered objectively. 2. Unclear Expectations and Poor Onboarding: • The hiring criteria and role expectations were poorly communicated during the onboarding process. • Initial tasks revolved around completing basic content, such as LinkedIn posts or case studies, with no clarity on long-term objectives. • Critical expectations were only outlined months into the role, which created confusion and unrealistic deadlines (e.g., completing five design files and an annual calendar within weeks). • Leadership provided inconsistent feedback and did not check in regularly to offer guidance, making it challenging to meet unclear expectations. 3. Workload and Role Misalignment: • Tasks expanded beyond the original content-focused role, including managing unrelated responsibilities like the experience center calendar and bookings. • Despite fulfilling additional tasks, feedback from leadership often criticized creativity without offering actionable feedback or clear direction. 4. Exit Process and Dismissal Policies: • Exit processes need improvement, with greater sensitivity and respect for departing employees. • Dismissals seem to be influenced by subjective reasoning, such as “character not a fit,” rather than measurable performance issues. • Leadership struggles with accountability and managing frustrations, which may contribute to unwarranted contract terminations.