-The benefits package isn't good compared to other companies I've worked for. We are a small company and I don’t expect the same type of benefits I got at large companies, but, if I’m honest, they’ve cut too much. The health plan is expensive on an individual basis and impossibly expensive to have a family on the plan. Additionally the company has chosen not to offer domestic partnership plans.
-The base salaries are lower than other professional sales roles. That said, for people in sales roles the take-home pay can be amazing if you’re doing well on your incentive plans.
-Euromonitor grew so quickly yet roles and responsibilities were never re-considered after we went from a small to a medium-sized business. There is confusion on who owns what and this can sometimes lead to contentious relationships with your peers. There is an organized effort right now to clarify roles so we’re moving in the right direction.
-Lack of a long-term upward career path for those that want it. Though the company has developed “Senior” titles within existing roles and “Team Lead” positions there is a lack of clarity on who gets these jobs and why. It seems like people are being promoted as a reward for tenure or for revenue generation rather than overall performance which includes creating positive internal relationships and demonstrating leadership ability (the latter being especially important for “Team Lead” positions which require you to manage).
-The global leadership team is disconnected from the Chicago office and when they do connect into the team they don't promote a positive work environment. We don’t hear anything from our London-based leadership team on a regular basis. When they do come to town, they don’t make a huge effort to get to know the staff or even interact with the staff. Interactions are often contentious and you often walk away feeling insulted and disposable (this is the case no matter how well you’re performing). That said, these interactions happen only a few times a year as the global leadership team rarely makes it to Chicago, and since the local leadership team is nice, the negative feelings about management are short-lived.
-Euromonitor has a terrible charitable giving policy. Despite the fact that many of the employees work for non-profits or sit on non-profit boards, the company doesn’t seem interested in charitable giving.
