Wiley reviews

The company has been "transitioning" for 5 years now but there is no end in sight. Upper management simply doesn't know what they're doing, or what the long game is. They reorg several times a year and undo the actions from the previous reorg. People leave and aren't replaced - that work is just shoved onto the team members who are left. No financial investment being made in the businesses tied to print, but those teams still have numbers to hit, books to publish, and authors to woo.

- PMs must work until 8 or 8:30 once a week and 1-2 Saturdays a month, must also have sporadic coverage on "off" holidays like Labor Day, Memorial Day, Day after Christmas -You are hourly, and not in a fun way. All of the sucky oversight of being an hourly employee, without any of the perks. Overtime highly frowned upon, but don't dare think you are going to skip out 45 min early. - Career pathing is non existent. No matter how many dials you make or quotas you exceed, there is no defined way to advance your career. If you are a PM, you will advance to Sr. PM, Exec PM and probably stop there. The PM is an entry level inside sales role. They can glitter it up with "Sr." or "executive", but you are still doing the exact same job as the 23 year old kid with no experience sitting next to you. - Management is now more focused on hitting numbers on an annual, quarterly, monthly and even weekly base than caring about the employees, partners and students. If you hit or exceed sales target, it isn't a pat on the back and "good job", but rather a "why didn't you exceed by more?" - Managers of managers of managers: My AD reports to the DOA who reports to the Sr DOA who reports to the Exec DOA who reports to the VP or Admissions. THERE ARE ONLY 150 sales people, why do I need 5 people crosschecking my numbers on the daily? - Turnover. We have lost some of the most valuable cultural pieces here over the last 7 months including a C level employee, 2 VPs, a hugely important Sr Director and a dozen high level PMs. The company has done nothing to address this and just kinda hopes people either wont notice or will be too scared to bring it up. -Remember the "more PTO than you can possible use"? Well that is because about 4 months a year are completely blacked out for vacation purposes. If you have a start date upcoming within the next month, almost no manager will encourage you to use your PTO. Also, when you get back from using that PTO, you are expected to make up that time in dials. "Time off" is not "time off". -NO INCENTIVE TO OVERACHIEVE. You are given an annual goal- a target of a certain number of students to start. If you come in below that, they write you up or fire you. If you come in above that.... nothing. Because of federal law, they are not allowed to pay you more based off performance, but that does not mean they can't give you more perks at work or any form of career advancement. They can't legally give you more money for working hard and they refuse to advance your career within the company for doing so, so why would anyone else try to do more than the absolute minimum? This makes work completely boring if you are a top salesperson because you spend most of your time burning clock. "But if I overachieve by a ton, I can get a big raise next year! Actually, no. The new comp plan really does not allow you to get more than a $5000 raise in any of your first 3 years.