Vantaggi
The perception of community and a collective identity within the company marketed by leadership, product and advertising via creative approaches to concepts like Roar and other so-called community building events. The ease of interaction between departments in regards to there not being physical barriers like security doors or clearances in order to communicate with other members of the company. An excellent business model in principle, in regards to Marketguard, APN and a strong network of auction houses bifurcated by a dedicated body of employees who help make the products and risk prevention work effectively. Sound marketing and sales teams that sometimes coordinate effectively with excellent marketing concepts and execution in target markets and venues. Outstanding management in sales and account management, especially the two team leaders in sales who are incredibly gifted and classy communicators. The account management leader is uniquely visionary in his level of professionalism and ethical standards. An old guard of strong and loyal employees at all levels of the company who continue to excel and exemplify the original core values of the company before more disruptive forces with too wide a reach were brought in from PayPal. An impressive technology, coding and software development team of individuals who are intelligent, loyal and creative and do their best to integrate ancient and newer code while building remarkable additions to an unstable structural foundation. A nice facility being rented with natural lighting and more progressive, energy saving precursors built into the functional architecture and fixtures. Good leadership with the new promotion in internal systems in it and a continued excellence regarding balancing of old and new with programming teammates and leaders. Strong sense of customer assistance at the account management and call center side of the business, with excellent and dedicated personnel who make a strong effort to go beyond standard talking points and thoroughly assist the merchant/buyer. The logistics department does tremendous work on site, remotely and inside the office holding together the framework of the business and mastering the art of salvaging weak internet connections on the seller end and managing and navigating the stressful live auction atmosphere via an outstanding team of agents who represent the buyer with a minimum of mistakes despite a highly fast-paced and stressful environment.
Svantaggi
Company events where leadership is habitually absentee and disengaged with their work-force while continuing to forward the idea that employee ideas and creativity are valued and that a real community beyond segregated departments exists as a greater whole, along with an open door policy for shared Ideas and improvement: when in reality it simply doesn't. The idea of our unique culture is mostly a marketing campaign to maintain the perception of community that hasn't existed for some time. Outdated vision. Instead of moving forward with a strong understanding of global markets backed up by intelligent analytical data and assessment to expand into more desirable markets abroad; at Proxibid there seems to be a cultural arrogance and ignorance of the essentiality of foreign buyers and sellers and a lack of vigorous commitment in regards to attempting to bring them into Proxibid and accommodate their needs via multi-lingual account managers, sales executives and marketing executives all working together in tandem to access growing opportunities across the Atlantic and in Latin America. Very little recourse for holding consistently dishonest and or deceptive sellers responsible for misrepresentation of items, shill bidding and exorbitant shipping and handling charges. The lack of a consistent or consolidated policy to hold sellers to a certain standard of conduct generates incredible stress and a sense of paranoia with new buyers, some of whom quickly become convinced of remarkable and far-fetched conspiracies simply because they don't see any consistency in the terms of sale between sellers. Limited career development for those coming into the company in the past 2-3 years. Some departments don't have leadership that invests in longer-term career growth by getting educated and talented hires forward or developed and into positions where they can more effectively help Proxibid in their given skill sets/abilities. Stagnation seems very much the norm in the last 1-2 years with little attention, concern or oversight paid by leadership in an attempt to retain promising talent. Weak middle management in certain positions. Monotonous tasks ultimately take much of the fun and creativity out of the majority of positions and work when new employees finally reach their learning threshold after 6-10 months on the job and find there's not a lot of vertical movement within the company. A less than full investment at the top levels in high ethical standards in regards to modeling unselfish and professional behavior from some members and a seemingly weak inclination to interact with all levels of employees and departments beyond the hierarchical structural framework in place. More investment by management in sincere engagement of the work-force would do wonders for suffering and declining morale since the recent cutbacks.