The Fun Is Not In The Details - Recensione dipendente - P&G Team presso PEP

First of all, I want to commend your passion for writing such a long and detailed response on a Saturday! We love passion at pep- I am sure that's what we saw in you :) As predicted, we will be responding to a couple of the above mentioned items; not because you aren't entitled to your opinion, but because we have nothing to hide. Every employee has their strengths and weaknesses. Companies are no different! Spirits Fridays: you might be the first person in history to complain about being given free beer/wine and snacks on 1 Friday/month as a way to decompress from all the hard work put in. I certainly don't attend all of them, myself, but I sure do love the option! Sorry you're not a fan...maybe we can work on getting some in-house catering as well? Specialty cakes? PCD: This one gave me a chuckle :) I will admit...we have never actually roared anything...especially that tag line- but it does sound catchy! As a marketing professional, I would presume you understand the benefits of rebranding to accurately reflect what it is that you do for or within a business. We have rebranded as People (overseeing all personnel and staffing), Culture (overseeing change management, diversity, and inclusion), and Development (overseeing all training and developmental resources). I don't see it so much as "cool" as it is simply accurate, but again- we are not very creative so maybe that's why we stick to the obvious! Honesty Not Encouraged: As with anything, this depends on HOW you express the honesty. In my experience, I have left meetings with the President, VP, Account Directors, HR Director (you get the idea) and thought to myself "wow...you might have been a little too honest..." Yet in feedback from objective parties I am told that I have delivered it tactfully and fairly, and can say that I have never received any criticism or retaliation for that approach. In any work situation, it's all about how you handle providing the feedback- but I sincerely do apologize that you felt you could not be honest. That is DEFINITELY not a culture we encourage or try to foster here at pep. For the survey? We had an 88% response rate on the last Top Places to Work survey, so I can assure you these are not done in pow-wows around a campfire by Sr. Leadership :) College Lifestyle: Considering we are only a 12yr old company and our entry level roles are mostly hired out of college, I will say we have been guilty of being seen this way in the past. However, we are at a point in the business where we are actively working to hire at the mid-high level and bring in mature professionals who can gracefully handle our high profile clientele. The median age of the company is now 28 (still young but up from when I started!). I know, admire, and respect a lot of my coworkers as some of the most capable and professional people I have worked with in my career. I have seen others who fall under this "#CollegeLife" umbrella and can say they typically don't last here very long anymore. Making You Feel Valued: I am not sure why you didn't feel valued and that is certainly concerning. And you are right- there are always unique cases and maybe it was a Supervisor, or a team. However, I have seen this company give amazing flexibility to employees going through family loss, health issues, personal circumstances, etc. I have never experienced a company who does more to help out an employee who has shown to be a hard worker, trustworthy, and in need of that "human" side of the business. Action Plans as Death Sentences: Not sure what your particular experience was, but we are productive in HR outside of just rebranding ourselves! We track metrics and report them regularly! There was a 58% success rate in 2016 of employees who were put on Discussion Forms (step 1) and Action Plans (step 2) who, not only, remained with the company, but several have since been promoted. Of those that were not, we always give them time to seek jobs elsewhere and take time off to interview unless something grievous happens that requires immediate termination. I'd say that it is far from a death sentence and for those that do not end up being long term fits, we are very accommodating and fair about it. Phew! I am really feeling that passion now...fingers.getting.tired ;) BUT I do want to address one more thing: Avg agency turnover for a marketing firm hovers around 30%. We have ALWAYS been below this amount. With that said & with full transparency, we had a rough year last year and do not simply accept "below average" turnover. We are a quickly growing company, we have dealt with the loss of clients through their internal divestitures (yet still found ways to retain our employees on those clients because we DO care), and are in the middle of an acquisition. There is much that management is working hard to combat and improve upon. Here in HR/PCD we are doing the same. At the end of the day, we truly value our clients & our people, even if we can't be perfect.