For the most part, it’s good. Department managers really do care about their teams. It’s HR and a few leadership staff members who are ruining it.
Support from management
It’s a front, very little support. Upper management only cares about the company and how they look. They do not care about the people as much as they would like you to believe. Some members of leafership only care about how they look in the eyes of the NY office. Seldom will they support you if it means challenging that office.
Teamwork is pretty strong within each of the areas.
Freedom to work independently
You have the freedom, but expect to be micro managed if you are not doing it the way upper leadership wants you to. Upper leadership thinks their way is always the best and will make you change your way or strategy. There is very little trust to let you actually do what you were hired for.
Not good. Communication is not consistent. Too many bosses throwing out direction. New leadership tries to dictate and force direction without trying to understand the whole picture. Upper leadership members have lied to cover their errors and threw others under the bus. NY Corp office has no idea what is really going on at the Eastbay corporate office as it pertains to how some leadership staff members are functioning and it’s not good.
So many cases of women in the workplace being undervalued, which I agree with pending the company. However, that is not the case here. HR spends more time supporting programs and support for females than they do males. They go out of their way to make this happen so the company appears to look good. I think it’s great they do this, but they also need to do the same for the males. Also, stop separating them in these programs, it’s becoming a situation where HR favors one sex over the other.
Attitude towards older colleagues
They may not say it, but always looking for younger talent to replace older generations even when the talent already exists.
Poor. They will boast about promotions, but it’s all a cover. Their succession planning has never been put to actual use. They put some into positions just so they can say they can to look good on paper. Many good people are leaving the company and or actively looking.
Overall compensation for your work
Inconsistent across the board.
Office / Work Environment
Within departments, it’s good.
Really depends on the type of position. Upper leadership pushes it, but it’s not true for some positions.
You are only a number. Even when you work hard, smart, are loyal, look out for the company, you can easily be made as the bad one to cover up the mistakes of others.
Depends on the position.
Inclusive / Diverse
Suggestions for improvement
- The New York office and Wausau location failed many good and loyal employees all to look good to the investors, horrible mistake. Mistakes were made bringing in poor directors that had no clue what they were doing. New upper leadership members were brought in that treated employees horrible, not all but a couple. HR does not support you when you bring a concern to their attention, only informs you that they can get involved, but it will probably make it worse for you. The current structure they have is horrible. NY needs to get on with it and just move the digital marketing element of eCommerce to the NY office. The locations fight for dollars all the time. NY thinks they know best and want .com digital spend dollars for their own B&M campaigns. I could write a novel on this alone about the mistakes they are making and what should be done, but I don’t want to waste my time.
What I like about the company
What I dislike about the company
•HR - no real support.
•Directors who are fake and throw you under the bus even after you saved their butt on numerous occasions.
•Upper leadership that lies and treats you with no respect (not all, but a few)
•Inconsistent communication and strategy.
•NY office doesn’t know what many of the internal challenges that Eastbay is faced with on a daily basis. Do yourself a favor and survey the managers and dig deep. Keep the survey anonymous and that should assist. Don’t depend on just the engagement survey.
•Overall company let down. Terminated loyal and good employee who cared about the company and tried to make a difference.