Average network agency, don't expect too much!
Arbeitsatmosphäre
The work climate is rather sluggish and tiring. The signs are that things are not running as smoothly as they should. One of the main factors contributing to the sluggishness of the atmosphere is the number of people involved in the different processes. If too many people are involved in decision-making or project management, it can lead to a slow and cumbersome process.
Kommunikation
Edelman presents itself as open to the outside world but ignores internal issues or communicates them in an appeasing way, there is a stark contrast between the agency's public image and its internal practices.
Externally, they have a polished image and communicate its values and mission in a way that is appealing to a broad audience.
However, internally, the agency ignores or downplays issues that run counter to its external image, such as working with clients from countries that suppress women's and LGBTQ rights or fossil fuel companies . When these issues are raised by employees or other stakeholders, the agency communicates in an appeasing way without fully addressing relevant questions or concerns.
Edelman responds to questions about its work with clients from countries that suppress women's rights by acknowledging the issue but framing it in a way that minimizes its significance, such as by saying that they are working to improve the situation through their engagement with the client.
Similarly, the agency responds to questions about its work with the energy sector by emphasizing its commitment to sustainability and green energy, but ignoring the fact that it is also w
Kollegenzusammenhalt
There is hardly any colleague cohesion.
One of the main reasons for this is high turnover, which can make it difficult to build long-term relationships and foster a sense of community among colleagues.
In addition, a non-existent corporate culture contributes to a lack of cohesion among colleagues. Without shared values, goals and traditions, staff feel disconnected and have no sense of purpose or identity within the agency. The COVID-19 pandemic may have exacerbated this problem, as working remotely and limited opportunities for face-to-face interaction have made it even more difficult for colleagues to feel connected.
Work-Life-Balance
One of the main factors is poor planning, which can lead to unrealistic deadlines and staff constantly having to work overtime or weekends to meet clients' demands.
There is a constant noise from the network with requests and changes. In a fast-paced agency, it is difficult for staff to focus on their work and find time for breaks or rest. This can lead to burnout and fatigue, making it even harder to achieve a work-life balance.
In such an environment, employees feel constantly stressed and overwhelmed. There may be little time for rest breaks or leisure activities outside of work, which can lead to a lack of motivation and a decline in overall job satisfaction.
Vorgesetztenverhalten
In a network agency where middle management lacks backbone and C-level management primarily follows EMEA-level decisions, supervisor behavior is characterized by a lack of leadership, autonomy, and initiative.
Middle managers place their own position and authority above the interests of their team or the agency as a whole. This leads to a lack of clear direction and vision, making it difficult for employees to feel motivated and engaged. Without strong and supportive middle management, employees feel unsupported and undervalued, leading to high turnover rates.
At C-level, decisions are largely dictated by the EMEA level without much room for maneuver. This can create a sense of powerlessness among C-level managers, who feel they have limited autonomy or decision-making authority. This can also make it difficult for them to advocate for their teams or push for change within the agency.
Interessante Aufgaben
Nothing special. Particularly innovative tasks are also limited by the customers. Health sector is dominating in my view. There are hardly any creative campaigns anymore. Even though there have been a few award-winning ones in the network recently. Digital expertise has largely bled out in Germany.
Gehalt/Sozialleistungen
Average
Gleichberechtigung
Umgang mit älteren Kollegen
Arbeitsbedingungen
Umwelt-/Sozialbewusstsein
Image
Karriere/Weiterbildung
Arbeitgeber-Kommentar
Hi,
Thank you for taking the time to share your feedback on our company. We appreciate all feedback, whether positive or negative, as it helps us to improve our workplace and culture.
We understand that you had a negative experience and we apologize for any frustration or inconvenience caused. We take your concerns seriously and would like to address them.
Working in an agency is indeed quite fast-paced, but it also offers a high level of flexibility and diversity in activities due to a wide variety of clients and projects. Through flexible working hours, remote working, working from anywhere and other well-being programmes, we want to support the work-life balance of our employees and constantly try to become even better through new impulses.
Due to the pandemic, every company was faced with the challenge of creating a balance between office and remote work while maintaining or adapting the corporate culture and cooperation. We have decided to give our colleagues the choice of where they would like to work. Of course, this involves adapting our culture to the new environment - so we are right in the middle of it. We are very sorry that you did not feel a sense of cohesion with your colleagues.
We work with clients from a wide range of industries and countries. We want to make a positive impact with our work and don't hide from unpopular issues. So we review existing client relationships and new clients in terms of their values and orientation. The consequence of this review may be the rejection or termination of existing client relationships and this has already happened in the past.
Our approach is to be open-minded, to take our colleagues with us on this journey and to have the best possible impact on our environment through our work. This approach is deeply rooted because it is also the personal viewpoint of owner Richard Edelman, who recently responded to such issues directly on site at the Berlin office. We are very transparent internally and externally - it's a shame you didn't see it that way. We see this as an incentive to become even better.
We would appreciate the opportunity to speak with you in more detail about your experience and understand where we can improve. Please feel free to reach out to us directly or schedule a follow-up conversation.
In the meantime, we would like to assure you that we are committed to creating a positive workplace culture and ensuring that all our employees feel supported and valued. We are constantly reviewing and improving our policies and procedures to ensure that they are in line with the needs and expectations of our employees.
Once again, thank you for sharing your feedback with us. We hope that we can work together to improve your experience with our company.
Best regards,
Laura
HR-Team