There was a job that you applied for, but when you get there, it's not clear what you are supposed to do, nor what your purpose is. On boarding shouldn't be summed up with new IT equipment, a workstation, new hire paperwork, and login information. Even though Nielsen has a fast pace environment - sometimes too fast for it's own good - you can't bring someone in and expect them to go straight to work. It is necessary to spend a little time explaining and showing them the way. This type of effort will have lasting, positive benefits. Maybe the company has co-mingled too many contractors/temps with FTEs and leaders have forgotten how to on board an employee.
The only structures that exists are the walls; most things are kind of all over the place. As for the culture, it's kind of a hippie environment. It is undefined, ambiguous, and changes depending on the day or who you ask. When you hear the CEO, Mitch Barns speak about Nielsen (the business, culture, values, etc), you feel excited and pumped up to be apart of "that" in which he is speaking of. Unfortunately, that doesn't emanate through or down to the rest of us (or below the EC/senior level). The culture, in my experience, is not welcoming, exciting, warm, or passionate.
