Steel City Interactive - Recensione dipendente - Social Media Manager presso Steel City Interactive

I’ve had a really positive experience working here. The team is generally supportive and people do want each other to do well, which makes a big difference day to day. There’s a good level of trust and flexibility as well, which helps with work life balance. There’s been quite a lot of change over the past year and the company is still working through some of it. It can feel a bit unsettled at times, but overall things are heading in the right direction. The company has taken steps to address some of the cultural challenges from before. Some individuals who didn’t really align with the team values have since moved on, and you can notice the difference. It’s a much more positive and easier environment to work in now. There’s also plenty of opportunity to take ownership and get stuck in if you want to. It’s not perfect and things can still be a bit unclear at times, but it does feel like it’s improving. Pros: Supportive team and better culture than before Opportunities to take ownership and get involved Flexible working and a good level of trust Positive changes happening

Some processes still a bit unclear which can create a bit of ambiguity at times. This is improving though.

CEO is very transparent Unique market opportunity

Heads of discipline are often dismissive and rude. Collaboration is encouraged by studio leadership, but in reality, there are restrictions around who can ask certain questions, what type of questions can be asked, as well as who is privy to documentation. Processes for decision-making are overly complex, with a high level of dependency on senior leadership. As a result, even straightforward decisions take considerable time, and constant follow-ups are required. There is inconsistency in accountability across the studio, with some individuals held to different standards than others. Issues raised are explained away and outcomes of management feedback surveys seem to be non-existent, Recent policy changes have reduced flexibility. For example, employees who are unwell but able to work from home are required to take sick leave, which can contribute to people attending the office while unwell, ultimately impacting productivity negatively. There is more emphasis on process than delivery. Employees who attempt to support teams outside their immediate one are discouraged from doing so and told to remain within their defined roles. Some hires from larger studios have introduced practices that do not align well with what the studio needs. Career progression can feel like it’s based on subjectivity and manager preference rather than ability. Diversity and inclusion at the senior levels of the studio have declined recently.