Focused on TCS and inefficient "processes" and not focused on "simple, open and integrated" values or human element
Pros
Work life balance (some have it better than others), made lasting work relationships with Account Management and Client Service in the NYC office.
Cons
- Operations focused on the TCS relationship, hiring more people at less value to compensate for unwillingness to hire talent in the US - No talent retention, you have to threaten to leave before they will even consider compensating employees at market rate. - Compensation is far below market rate. Any attempts to prove your worth are met with either false promises that a raise is coming or "there's nothing we can do at this time". Depends on the time of year. Merit increases are less than 1%, for Top Performers. Let me repeat. Less than 1% for Top Performers. - Job security is nonexistent. At any moment, senior management could decide to move everything overseas and you'd be left forced to train your replacements. - The "subtle" attempt to move US based talent to Oldsmar, FL and the closing of offices around the country. - Simple, open and integrated is laughable as values at Nielsen. Simple - senior management throws roadblocks for changes that will actually fix the problem, to focus on one small piece of the pie some other senior manager in another dept complained about. Open - I've never been in a less transparent department. Everything happens behind closed doors and senior operations team members are not brought into provide recommendations. Senior management simply makes the decision and tell the team how it is. Thus alienating an entire team in no time. Integrated - the segregation and blame-game among Operations and Account Management is atrocious. Everyone blames Operations, and the senior management allows or encourages it to happen. - Culture is nonexistent and the attempt to change it is a joke. Taking the team to an off-work "go-carting" event and calling it a culture change is childish and ineffective. Respect and recognize your employees. Compensate properly. Stop making their lives harder by inducing process changes that make no sense and expect them to take on more workload. Especially when you bring in new management that has no concept of what the team does, you have to double your effort. Not sit back and expect the team to dole out unwarrented respect for management. - Inconsistent workload, some team members work 10+ hours per day, and some less than 8. Management does not know how to assess the potential capacity for the team, and overloads the "good" ones while taking away or not new assigning workload to the "junior" members.
