The company is not consistent with allowing some people to have a flexible work environment, but not everyone. I saw colleagues at both my level and at the managerial level have a regular work from home arrangement, but I was denied the same consideration in my formal request because “the company doesn’t allow for this.” If Euromonitor doesn’t want to allow for any flexible arrangements, then do so consistently across employees. Do not make exceptions for some individuals but not for others, and especially do not make exceptions for management but not for lower employees.
Don't expect any clear structure or policies.
This place is definitely not a meritocracy either. Don't expect surpassing your goals to earn you any credibility. They are looking for "yes" people here.
Over the course of almost 5 years, the structure was changed in some way every single year. They seem more concerned with trying some new internal organizational structure than with hiring the right people for the right jobs and training and motivating them well.
It absolutely never bothered me that there's high turnover in sales, as I see this as a normal part of the profession. What does bother me a lot, though, is the insane amount of turnover in the syndicated and custom research teams. Not only have pretty much all the experienced people left, but they hire in entry level analysts who have no idea what they are doing and then don't properly train them. This has directly resulted in clients questioning the credibility of our syndicated research. Custom research projects have gone so badly that long standing clients demand refunds, and the rest of us are left apologizing and trying to convince the client that it's the exception rather than the unfortunate rule nowadays. Then management gets on our cases for not making enough sales.
