National CineMedia Reviews | Glassdoor

National CineMedia Reviews

Updated June 15, 2017
91 reviews

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3.3
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Andrew J. England
14 Ratings

91 Employee Reviews

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Pros
  • Plus the free movie pass doesn't hurt (in 19 reviews)

  • Get an annual movie pass (if you are a full-time employee by October), which is pretty nice (in 19 reviews)

Cons
  • Upper management likes to point the finger and lower level employees to cover their own lack of effort (in 5 reviews)

  • Company is Soooo top-heavy- everyone is an execitive (in 5 reviews)

More Pros and Cons

  1. "Great entry into advertising"

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

    I worked at National CineMedia full-time (More than a year)

    Pros

    -Decent company benefits
    -the people are both friendly and smart
    -the movie and employee culture is great
    -free movie passes if you are employed at the beginning of the year
    -a decent amount of parties and random other benefits
    -Christmas bonus is fairly large most years
    -Senior staff is very competent in sales and the overall direction of the company

    Cons

    -Low pay for entry level jobs
    -some of the work gets boring quickly
    -sales staff has unreasonable expectations put on them so their stress trickles down to everyone that deals with them; meaning all of sales operations
    -very few managers have actual management training
    -No room for quick growth, you have to be there at least 3-4 years before ever being considered for a promotion; however, after that the sky is the limit
    -work/life balance is non-existent if you work in sales or sales operations.

    Advice to Management

    Don't be afraid to bring in outside speakers or training to motivate the staff more. More motivation in general would make a world of difference for the lower level employees


  2. "Great company with some real bad eggs!"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Centennial, CO
    Former Employee - Anonymous Employee in Centennial, CO
    Doesn't Recommend
    Negative Outlook
    Approves of CEO

    I worked at National CineMedia full-time (More than a year)

    Pros

    Aside from some really poor members of management the rest of the team members are great people.
    Cool industry with good perks.
    Great Benefits and company matching.

    Cons

    Unrealistic expectations of work completion without approval of over-time.
    No internal growth.
    Lower end of expected/fair pay grades.
    High turn over rate and dissolving morality.
    Poor management; Micro managing, lack of communication, unrealistic expectations, and discrimination.
    Not EEOC friendly and had accounts of discrimination.

    Advice to Management

    Do not discriminate, dis-invest, or patronize your employees but instead elevate them, promote them and respect them for the hard work they do.

  3. "good & bad"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in New York, NY
    Current Employee - Anonymous Employee in New York, NY
    Approves of CEO

    I have been working at National CineMedia full-time

    Pros

    Relaxed working environment, generally friendly coworkers, decent amount of autonomy

    Cons

    salaries are well below average


  4. Helpful (1)

    "Good place to work early in career"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Denver, CO
    Former Employee - Anonymous Employee in Denver, CO
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

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

    Pros

    Decent benefits, relaxed environment compared to most other places, excellent place to learn

    Cons

    Below standard pay, career advancement very low. If you don't learn and leave for a better career, your career will suffer in the long run.

    Advice to Management

    None. It is what it is.


  5. "Average"

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

    I have been working at National CineMedia full-time

    Pros

    great Work/Life Balance since most employees are allowed to work from home and leave and come whenever they feel like it.

    Cons

    Low Wages for the industry. Also no real career advancement unless you are a crazy cat lady

    Advice to Management

    Pay More!


  6. Helpful (2)

    "A Company not to look over"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Denver, CO
    Former Employee - Anonymous Employee in Denver, CO
    Recommends
    Neutral Outlook
    No opinion of CEO

    I worked at National CineMedia full-time

    Pros

    I am a former full time employee in the EIS (IT) department. I was recently approached by a peer who led me to Glassdoor as this person was interested in an position at NCM. I had a much different experience than quite a few of the reviews (I left the Company because I was relocating). One of the most glaring negative comments is salary. There will always be individuals in a Company with a negative view on pay. For individuals interviewing and researching, consider the following when you see negative reviews on compensation.

    A person interviewed with a company and was offered a salary/rate. A person accepted that offer. There are more than a few reasons individuals are disgruntled with pay. As mentioned, a person accepted that offer and agreed to work. Maybe that person didn't know their market value when that offer was accepted. Maybe that person started working here and think they are exceeding all expectations and are waiting to be rewarded. Maybe that person thinks they are a valued leader at their position and the biggest cheerleader in the Company. All of these things may be true. This person should be working with their own boss in their own group to assess their value and either reward that person or let them know they are at what NCM considers market. On the flip side, maybe that person is overstating their own value. That person may think in their head that they are better at their level than all of the other individuals at that same level. That person may become privy to salary information and believe they add more value and such. That person may be working long days and thinks that should be rewarded (or just doesn't know how to do their job efficiently). That person may work as hard as a lawyer and feel entitled to the same pay regardless of the law degree.
    The short of the long is when you are interviewing and discussing compensation, be prepared to discuss your market value and negotiate professionally no matter what level. If you are not successful doing this, don't post your issues on the web to try to solve your own problems and keep good people from considering the Company.

    While I was at NCM, I enjoyed:
    flexibility
    casual workplace
    good culture overall

    I worked with good people - mostly positive and some negative.
    If I ever move back to Denver and need employment, I would definitely look at NCM.

    Cons

    When I worked at NCM, the departments were broken in silos. Communication was not very good and the groups were definitely not cohesive.
    A very big con when I was there and it may still be the case, are the degrees of entitlement. So many people thought they should be promoted because they were standing around when someone quit. It became culture to think you are an automatic replacement for your boss. That got old fast.

    Advice to Management

    I know there is new management. I cannot comment on how things are currently going but if there is opportunity, definitely pursue. The Company seems to be on a great path.


  7. "Great learning experience"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Gainesville, FL
    Former Employee - Anonymous Employee in Gainesville, FL

    I worked at National CineMedia (Less than a year)

    Pros

    4 day weekdays, rotational program so great for learning. No typical intern tasks like getting coffee for employees, Free movie tickets were definitely a plus.

    Cons

    Not many cons, was a great opportunity, the only thing is that it is minimum wage so it can be hard for an intern to pay for living expenses on that salary alone

  8. Helpful (3)

    "No Advancement Opportunity"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Aurora, CO
    Current Employee - Anonymous Employee in Aurora, CO
    Recommends
    Positive Outlook

    I have been working at National CineMedia (More than a year)

    Pros

    Excellent benefits and perks. Free movies tickets, affordable insurance, good 401k. Fun company environment with little to no micromanagement. Company sponsored outings to sporting events with annual holiday parties and company barbecues. Volunteering for local charities and organizations is highly encouraged.

    Cons

    Poor attitudes of middle and upper management can bring morale down. Poor communication between decision makers and very little interest in getting input and ideas from subordinates. Very little opportunity for advancement at the hourly employee level (i.e. non-managerial, non-executive). Annual compensation increase program is unfair.

    Advice to Management

    Don't be afraid to open up positions for employees that shine...otherwise recognize you may be taking advantage of them. If you say you have an "open-door policy" then have an open-door policy....no exceptions.


  9. Helpful (10)

    "Potential to be a great company to work for, currently just OK"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in New York, NY
    Current Employee - Anonymous Employee in New York, NY
    Doesn't Recommend
    Positive Outlook
    Approves of CEO

    I have been working at National CineMedia full-time (More than 5 years)

    Pros

    - Some great people working for the company
    - Benefits provided, albeit standard. 401(K) match appreciated
    - Fun perks (movie tickets and candy)
    - Charity ½ and volunteering programs appreciated
    - New CEO breathing some new life into the company. It will be interesting to see what he does in the coming months and years
    - Clear that an effort is being made with regards to diversity and it is appreciated

    Cons

    - LOW SALARY: can’t be described as competitive
    - SCOPE FOR INTERNAL PROMOTION IS LOW: If you are ambitious, it is made clear that if you want to progress in a reasonable timeframe, you are in the wrong place and you need to seek external employment. If you return at a later time, you will be in a better position to negotiate (but why return to a company that does not look after their own and provide mentorship and due reward and recognition?). This results in NCM becoming just a stepping stone and true talent being lost unnecessarily, which is seen time and time again
    - LOW INCENTIVE TO SHINE: If you are content to “do your time”, there is a chance that you will be promoted eventually. This promotion may not represent the elevation of a highly talented and dedicated individual, but instead, someone complacent enough to wait around and have the promotion just happen to them. This kind of approach does not encourage anyone to shine or go above and beyond, but instead, encourages mediocrity and doing just enough
    - TALENTED PEOPLE OVERLOOKED FOR PROMOTION: Talented people being inexplicably passed over for promotion in favor of external recruitment, which has not created positive results in recent times and has a negative effect on morale. Shortsighted to look for the correct number of years on a resume, it should be about the person, the potential, and the ‘what have you done for me lately?’
    - A NEED FOR MANAGERS TO “MANAGE”: A few people who seem less than content with their jobs, do the bare minimum with others having to pick up the slack and don’t play well with others, which brings the general tone of the office down. Their ‘on the ground’ reputation is widely known, but Managers are either oblivious or don’t care to address in the face of inconvenience and potentially having to “manage” someone, or go through the recruitment process to find someone new. A peer review system incorporated into an employee’s annual review (where these reviews are anonymous) might be quite beneficial here and help to ensure fully-rounded transparency in how someone is performing on a day-to-day basis
    - A NEED FOR MENTORS: The idea and practice of mentorship is limited among Managers and above. You would hope to see Managers taking their direct reports under their wings, imparting knowledge, sharing information, showing by example, playing their part in their development and career progression. Unfortunately, this is not seen often. It would seem that a part of the problem is that people are being placed in positions of management for their knowledge alone, without proper consideration as to whether someone is built to manage people. Some people are just not meant to be managers. Where someone has the potential to be a good manager, there should be training in the area to help them to realize their potential and do the role justice. And then there are some Managers that would appear to be in the business of self-serving and self-advancement, to the detriment of the team and their direct reports
    - ONBOARDING NEEDS WORK: Training provided upon commencing employment needs improvement. You are not provided with an overview on the various offices/departments and how they relate to one another/where you fit in. The Intern Program seems to provide a broad overview, perhaps this should be re-purposed

    Advice to Management

    - Take care of the employees you believe to be talented and beneficial to the company. Work with them on their career development and advancement. Provide them with a working environment that excites and attracts them. Help to build a widespread reputation that NCM is a great place to work, thereby attracting new talent
    - Know the difference between a subject matter expert and a manager
    - Provide in-depth training for those who are being asked to manage staff
    - Encourage those with knowledge and experience to become mentors
    - Consider a peer review system


  10. Helpful (7)

    "Changing times, changing product"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Account Director in Medford, NJ
    Current Employee - Account Director in Medford, NJ
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I have been working at National CineMedia full-time (Less than a year)

    Pros

    Casual company culture, little to no micromanagement, fun product to sell, freedom + accountability.

    Cons

    Very few company-provided leads; reserved seating shrinking the audiences for the pre-show ads; pricing is based on popularity of upcoming titles rather than market demand, which is soft.

    Advice to Management

    Spend more money on lead generation and less money on huge, extravagant twice-yearly company "meetings." If you want to compete with TV and cable, provide the things they do, like quick-change creative and fast post-buy analyses.


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