Not For Everyone - Anonymous employee Srds Employee Review

The biggest issue is that they are very bad at developing and retaining young talent, which is alarming for a digital company whose primary users are 25 year old media planners. Those across all levels of management tend to be promoted into their positions because they are good at their job - not because they are good at training and mentoring lower level employees. Because of this, those under 35 tend to stay with the company for two years and then move elsewhere, typically for significant increases in salary since SRDS tends to pay well below market rate in exchange for the flexible work environment. The most frustrating part of this is that the company simply assumes that their younger employees will leave in 2 to 3 years, and makes zero effort to help them grow as professionals as a result. Its a sentiment that has been openly discussed after a young employee announces their resignation or when hiring someone young to fill a new role. The biggest blow was during my job hunt when I was ready to leave. I was told multiple times that my position with SRDS was a “step down” from what I did in the past, which definitely made for a long and exhausting search. Because the company is so tight-knit, senior leaders forget to reach out and welcome newer employees across all ages and across departments. Just about every time one of the senior leaders was around, they would walk around my area, say “hi” to those who had been with the company for 10 years, and then completely ignore my existence – I have heard similar stories from others who also started more recently as well. This is unacceptable in a small 60 person office. Similar experiences occur at lower levels in the organization as well, depending on the department. It can sometimes feel more like high school than the “family” culture that they often brag about having. Senior leaders also tend to make rash decisions regarding new products and features without doing any research as to whether or not these roll-outs are sought by our users or if they will result in a profit. Instead, this has resulted in a series of failed products and initiatives, none of which have made a positive impact on our continually decreasing product usage. Rash decisions are also made in terms of hiring, which inevitably leads to annual layoffs for roles that are no longer needed. All of this creates an environment where people seem complacent, instead of being motivated and passionate about their daily work. It seems that most people are simply at the company due to the flexibility and because they are so comfortable and friendly with their coworkers. There is definitely a divide in the company: the SRDS “lifers” who will likely never leave and the remainder of the roles being filled and refilled every two years due to turnover. While this is a good fit for some people during certain stages of life, if you are a go-getter who is career-oriented and financially-driven, this is not the place for you.