Pros
When I first started at TMP the pros were: Flexible work from home policy, PTO (21 days), every other Friday off in the summer, team happy hours and outings, casual office, awesome city views. Since the company restructured their teams they took away the work remote option (though they still list it on current job listings as a perk.), and Summer Fridays are every other week you get out of work at 2pm. There are some truly great people at TMP- all lower level employees who deserve better…
Cons
This review is speaking only about the content team, I heard things about other teams, but I was not on them therefore I cannot speak to their problems. First, this team is full of talented and creative people who are so overloaded with work that none of their creative ideas can be heard, in short they’re under-utilizing the talent that is right in front of them. The turnover is ridiculous because people are tired of feeling overworked and underappreciated/underpaid. The problem is that TMP doesn’t understand how to market or utilize the content team to make their business grow. It is very sad because content is such an important part to a client’s overall strategy. Recent changes in management and team structure have created a system where members of the content team are mercilessly micromanaged and asked for a million things every second by multiple clients at a time (this is where the overworked part comes into play). How are employees supposed to deliver quality work when the deadlines and asks aren’t reasonable? Any pushback is met with attitude and assumed laziness on the part of the overworked employee. In addition to all the client work you are given, you are also expected to help newer employees who are still learning the ropes, which wouldn’t be an issue IF you weren’t so busy already. So new employees come in and aren’t trained and then things are done wrong and you are blamed – if TMP would adopt some sort of training plan to get new employees a solid understanding of their responsibilities that could solve a number of issues. TMPs attempt at a solution with this problem was to hire 4 managers to oversee teams of 1-5 people, except the issue was they had people who already existed on the teams who could have done that for them, so instead of promoting the talent the already have they brought in new people who also needed to be trained. And the new managers were trying so hard to balance everything they have to do with managing people that it didn’t help at all. There is also the issue of management. Upper management is so far removed from everyday life of their lower level employee’s and they have no idea what is going on “in the trenches”. Good luck getting any help from them. I met Michelle Abbey (CEO) one time and I genuinely liked her and felt as though she was listening to our concerns – but then nothing happened and no solutions were implemented. She asked us why the turnover rate on our team was so astronomical (17 people left within the time I worked there) and we told her the truth, but at this point I wonder if it’s beyond saving. I know this seems like a rant, but I only say this with the hopes that someone who “matters” will see this and maybe something can change for the content team.
