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Top Review Highlights by Sentiment
Excerpts from user reviews, not authored by Glassdoor
- "I left because the low pay wasn’t worth the high amount of stress that I experienced while there." (in 15 reviews)
- "While Hanover consciously builds a structure of support for its employees through assigning research coaches, personal managers, and keeping lines of communication open between HR and other employees, individuals must take the initiative to ask for help when they need it." (in 14 reviews)
- "making sometimes seems a bit haphazard in upper management, with priorities shifting or lack of follow" (in 12 reviews)
- "Management is always happy to hear input from the entry level employees, take advantage of this." (in 11 reviews)
- "Low salaries across the board." (in 10 reviews)
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Found 28 of over 270 reviews
Updated Sep 6, 2023
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Reviews about "professional development"Return to all Reviews
- 1.0Aug 11, 2019Anonymous EmployeeFormer Employee, more than 1 yearArlington, VA
Proximity to metro and good food trucks A handful of friendly colleagues
This place makes no sense for experienced professionals. The environment is myopic, short sighted and incredibly biased. Leadership is inexperienced and has no concept of professional development-fair promotion is nonexistent. The favorites are fed deals and are allowed to game the system, and everyone else has to make the best of a terrible territory. The market research is a joke, perfect for an unsophisticated buyer. If you’re 22, right out of college, need to get out of your parents house, and no one else will hire you, give this place a try. Other than that, run far far away and don’t believe anything the recruiters tell you. Unless you’re interested in wasting your time and talents with zero professional growth.20
- 5.0May 29, 2012Managing DirectorCurrent Employee, more than 3 yearsWashington, DC
+ Attractive bonus and compensation potential + Staff is smart, energetic, and hard-working + Fast growth of the firm consistently produces new opportunities and a dynamic atmosphere + 401(k) with 2% employer match + Great health benefits + Perks such as the occasional catered breakfast/lunch, and comped dinners after 7 pm + High level of staff involvement for community service events and happy hours/fundraisers
As Hanover has grown quite quickly in the past few years a need for professional development for mid-upper level management has evolved which to date has not been met4
- 2.0Oct 18, 2016ResearcherCurrent Employee, more than 1 yearWashington, DC
(1) Flexibility - researchers are able to work remotely, on occasion, which is good if you're traveling, sick, or if weather is bad. (2) Independent work - a plus if you like working independently. A negative if you need to socialize. But if you're on the research side, you should not need to or even have the time to socialize. (3) Free coffee, tea, snacks (4) The new professional development initiative where researchers accrue a day every six weeks to use on online courses or other prof development ideas. (5) PTO increases by a day each year you are employed. No rollover limits. (6) Opportunity to hone research and writing skills. Hanover is like the big shiny house on the top of the hill, but once you get closer, you see all the cracks and how dilapidated it is. Management likes to point to the bright shiny things it throws at us, like happy hours, its learning and development program, more happy hours, executive office hours, and the like, but all of that is covering up the cracks. High turnover, bad work life balance - unless you choose life and end up trading work quality and performance, known culture of bad sales practices and essentially lying to clients. All the company cares about is churning out projects as fast as it can. It doesn't matter who does it, as long as it gets done.
(1) Flexibility - researchers are fully able to complete our work remotely, all the time. Of course, there are some researchers who may not be able to do so, or may not want to. Give us the option of being able to work telework all the time, based on performance. The privilege can always be taken away if the researcher is underperforming while remote. The CHRO will likely make a comment about company morale, the fun activities and volunteer activities that researchers do together, but none of those are good arguments. (2) Timelines - they aren't lying to you when they say timelines are short. But when they tell clients that we spend about two weeks for a project, feel free to laugh. If researchers are given the full amount of time the company quotes to clients, then perhaps deliverables would be better. This dishonesty is disheartening and obviously dishonest. Especially when clients come back with less than positive reviews, and you are caught in the crosshairs. Another item with timelines - management likes to say we can extend deadlines, but projects are pushed back so many times, the pipeline is congested, and there is hardly ever room for extensions. Instead you have to settle with sending in a shoddy but complete report or an incomplete report partly because of management's bad planning. But all the blame is on you, because you get graded on your projects, and you can't grade your CDs. (3) Open floor plans - Stop kidding yourselves with open floor plans. We don't have time to share knowledge when we're so busy trying to meet impractical deadlines. The company is once again moving about half of its workforce to yet another location, and we all hear that HR is going forward with an open floor plan, even for directors. This is one of THE clearest indication that the company just plain does not care about the research side. HR has taken comments from people in Content, but it's known that HR isn't even considering our thoughts. A mere formality to show us that they care. But you know what? That's not caring. Or, maybe HR is also just trying to assuage all the reviewers here who complain about the cubicle setting and lack of socialization with coworkers. Well, open floor plans are even worse. IMO, the ones complaining are more likely to be the underperforming researchers who have time to socialize to the extent where they prefer open floor plans. (4) Transparency - None to speak of. The company used to have a different rewards program for researchers, then all of a sudden it changed to something else. We used to have quarterly updates, we have none anymore. We used to have a Hanover newsletter, we do not any more. No explanation. Everything just disappears. Or appears. (5) Planning - also none of this. If there was, the company would not have to have moved so many times in so few years. (6) Promotion and salary increases - the CHRO says that salary adjustments are given to those with good performance reviews. This is not true. Salary adjustments are selectively given to those with good performance reviews. Salary adjustments are thrown your way when you leave. Those who stay and perform well must argue for their own raises. (7) It would help if researchers could rate their CDs and MCDs, after each project or when performance reviews come around. The current system is terrible. in order to review superiors, we have to disclose our names. Hanover believes that researchers are so childish and irresponsible that we are unable to properly review superiors under the cloak of anonymity. Even under anonymity, I have heard stories from other coworkers about being questioned whether they had penned particular reviews on Glassdoor.31
- 5.0Aug 25, 2015Anonymous EmployeeCurrent Employee
The company has many great opportunities for professional development. You can also learn a lot by working with colleagues, who are very responsive and helpful. In addition, the company is very supportive on personal issues, and tries the best to help you from all aspects. Work conditions are also very good to employees, and the company allows you to work remotely after you work for long enough time and have good performance.
The work pace is fast, and sometimes you can be very busy (but not always). Most of the time, you work on a project yourself, and there's not much collaboration. This mode might not be suitable for those who prefer collaboration during work.1Hanover Research Response9y
Thank you for your feedback. I am pleased to hear that you are enjoying your time at Hanover. I must agree that the pace is fast. Our clients expect us to respond to their questions within a short time and that can be challenging at times. The independent nature of the work is beneficial for some employees but a little isolating for those who need more constant social interactions during the day. Your feedback is greatly appreciated.
- 4.0Aug 1, 2016Anonymous EmployeeCurrent Employee
A lot of the pros are obvious and repeatedly stated: autonomy on projects and setting your own schedule, 18 days of PTO per year with an additional added per year in seat, nice office spaces, smart people, respectful environment (it's hard to imagine someone ever yelling or getting yelled at), access to senior leadership (monthly coffee hours of the option to simply ask to meet), happy hours, team events, etc. Overall, I like working here, and am generally happy. To some of the points about cons, there have been obvious attempts from leadership to fix some issues repeatedly criticized: 1) performance reviews: the summer session is now expedited after feedback that the process is too lengthy, particularly twice a year. Summer is also informal for managers who tend to be in seat longer. It's probably a more appropriate frequency for those positions. 2) employee feedback surveys: results from the largest one of these were shared (high level, not the whole data set, but a good amount of detail) via PowerPoint to the whole company. 3) project ratings: the VP recently sent out a Content-wide communication asking for feedback on current ratings and including plans to overhaul ratings with less or no numerical feedback. 4) transparency: so far, sporadic attempts to answer questions from the online suggestion box and provide communication about ongoing projects (such as the content process improvement initiative with strategy). Hopeful that this will become more regular. What they have done has been good to see. 5) project quality: there has been a major initiative focus on finding efficiencies in project structure and timelines, aimed not just at making projects faster but at giving researchers more time to work or to focus on development. The project quality will never be like a firm where you work on a project for 6-9 months. That's not what we do. We are the "value" option which means we do things quicker, and there's less time to polish. You should be ok with turning in imperfect work if you come here. It does provide value to the client. 6) pay: this isn't really a pro or con. Entry level salaries are lower for some positions than others but any promotion is accompanied by a large raise. They probably want to reserve higher salaries for people who demonstrate great work and stick around for a bit.
There is still room to grow: 1) transparency: there have been updates on what is happening and answers to questions from the vp, executive in residence, strategy, etc., but they are still sporadic. Until they become regular and Hanover starts regularly soliciting employee input for major initiatives (again, like the cpii) there is more room to improve. 2) long-term professional development: Hanover's l&d team is there to get people trained to start working and to support newer employees. The CHRO had a q&a about what professional development in year two would look like and right now that's a good question. People want to keep building their skills and when they feel that stops they get frustrated. Without a plan in place for supporting people who have the basics down, this issue will continue. L&d cannot do all of this when they are spending time getting everyone up and running and also are the same age/general experience level as the analysts. 3) positive workplace culture: perhaps the biggest issue is creating and sustaining a group of happy people. No matter how much incremental progress is made, clearly some people are unhappy. This is more complex than just trying to be more transparent or respond to criticisms because the anger feeds on itself, and incremental progress from Hanover does not satisfy people who are already upset. 4) 401k has good investment options but, yes, the vesting is low and slow. When the rest of the benefits package is very good, that stands out. 5) project timelines, employee boredom, etc.: with constant quick turnaround it is only a matter of time before many people get bored or tired. Some of #2 will help. If improvements in efficiency can provide people a break to focus on their own development that will go a long way for those who get bored or tired. Timelines are not impossible but it's the way that the projects come one after the next.11
- 5.0Mar 22, 2022Senior Research AssociateCurrent Employee, less than 1 yearWashington, DC
- Challenging work and interesting subject matter for those interested in higher education in a fast-paced environment. A great job for an independent worker who enjoys the process of research, reading, and writing. - Flexible work from home policy - Smart co-workers with useful feedback. Most have a master's or PhD in the humanities. - Most directors are invested in the growth of researchers and will push you to be better - Professional development days to develop skills - Promotion and review process is clear cut and management makes an effort to review employees fairly - Expectations are clear - Hanover has a good reputation and trains people well; those who leave may be recruited into companies with much higher pay - HR and IT teams respond quickly and effectively - Management makes an effort to make employees feel supported and appreciated - Coworkers are friendly and happy to help or collaborate - Each project requires the editor to provide notes on feedback. Researchers know what to improve or how they did well. - Most projects are sufficiently staffed with enough support to fill in the gaps on missing skills/knowledge. You are rarely flailing and can always ask for more help. - Project managers make an effort to give employees a balance of very challenging and less demanding projects depending on individual skill and experience. - Directors double as managers so they have a great sense of how to deliver feedback and develop researchers, but also have a lot on their plate separately. - Interview process requires a writing assignment so you know you have the skills to do the job as well as an idea of what it will be like - DEI events are supported
- It's a grind and can be really demanding for a consulting/research role that is relatively low pay These are not necessarily cons but for consideration: - Interview process requires a writing assignment - Not much of an "office culture" (most are fully remote since covid) but it's great for a job that lets you have a significant amount of flexibility outside of work. That being said, a little enthusiasm goes a long way. - Getting accustomed to the workload, system, and pace may take longer hours than usual for a few months before getting into the rhythm (for many people it does). Be prepared to set boundaries on work time and become very efficient in time management. - Be prepared for at least one survey proofreading task on top of your projects each week - Relatively high turnover rate. It's a grind and doesn't gel with everyone. The people who succeed are receptive to feedback, can manage time well, and find some genuine interest in higher ed. - There's always more than enough work to keep you busy. No idle time in between or during projects like some consulting firms (this can be a pro or or a con depending on who you are). - The project timelines are condensed for efficiency. There is little margin for procrastination, especially for the first few months. This can be stressful or push you to grow. - Most people take one or two PTO days every few weeks rather than chunks of vacation. It's the type of job where most people will gravitate towards short and frequent rather than long breaks, although there hasn't been any pressure to do either. - You don't get to meet your direct manager until you start working there. This makes it hard to figure out how well you work together before you get there, but they are mostly supportive and offer monthly check-ins.4Hanover Research Response2y
Thank you taking the time to write a thoughtful review! We are happy to hear that you enjoy being a part of Hanover Research and appreciate your review. -People Team
- 4.0Sep 21, 2011Anonymous EmployeeFormer Employee
Great environment to learn and explore Management is open to new ideas and new ways of doing business, if you're willing to share your opinions Lots of space to create new opportunities within the company's existing offerings Company has defined specific methodologies in several core areas Engaging, smart colleagues Nice office location Solid core business model
Very little professional development support or on-the-job training Lack of opportunity for structured career growth beyond director roles Most job skills are self-taught 'Product' innovation is often difficult and slow Office environment needs a makeover The viewpoints of soft-spoken employees often go unnoticed Need for increased communication channels between lower-level employees and management2
- 2.0Aug 11, 2011Content AnalystCurrent Employee
Young company with young employees Work with interesting clients--primarily non-profits in higher ed Work with smart co-workers with good collegiality
Senior management is out of touch and ambivalent to employees Promises are made and then taken away Often unrealistic expectations are put upon employees No opportunities for professional advancement/development Distant, erratic, and aloof CEO12
- 5.0Aug 9, 2018Senior Business Development AssociateCurrent Employee, more than 1 yearArlington, VA
Hard work is rewarded Good healthcare & PTO Access to senior management Professional development opportunities Hanover has a lot of good things going. I thoroughly enjoy the people I work with, I feel like I am given the tools to succeed, and the coaching to help me when I need it. You will learn a lot in this position (BDA and SDA) that will stick with you for a long time - work hard, even when things aren't going exactly your way, ask for help when you need it, and give back to others when you get to a point that you're able to. Overall, I have had a very positive experience at Hanover and feel like I have learned a lot. I look forward to moving up and gaining new responsibilities because I feel like I am ready for them. I would recommend to a friend and I have, multiple times.
Any sales job can be tough at times Hanover isn't perfect, no company is. We sometimes get a bad rap because this is the first place many people work and they come in with unrealistic expectations. You need to show up when you're supposed to, work hard, and generally do what is expected of you. This isn't college anymore. You can't skip class, you have actual responsibility, and you don't deserve anything just because you're here - you have to earn it. Some people aren't ready to handle that. If you do these things, you will do just fine. I certainly have not been a perfect associate - I have had my fair share of trials and tribulations, and every time, I have had people take the time to help me out and get me back on the right track, and I'm very thankful for that.4
- 5.0Jun 30, 2017Anonymous EmployeeFormer Employee, more than 3 years
Hanover is an incredible place to develop your career. If you’re early on in your career and interested in building sales and communication skills, the Development Associate is a great place to start. There’s an uncapped commission and management gives you autonomy, while being supportive in your day-to-day job and professional development. Because of the upward mobility, rapid growth of the company, and flexibility, you can move into several different roles after the Development Associate position.
Since Hanover is still a fairly young, fast-growing company, sales goals can be aggressive, but they are obtainable if you’re ready to work hard.6