To add to my prior comment the long term employees are ones who have survived many rounds of layoffs over the years. That says something about their competence and contributions. No one likes to be let go but show a little class and maturity instead of knocking your colleagues after you’ve been let go.
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“I find that most of the people who were opposed to change were showed the door first”
Wish this was true for everywhere!
Competence is irrelevant. Majority of exits are simply decided by a ranking of compensation and where spans of controls can be stretched.
I find that most of the people who were opposed to change were showed the door first, unfortunately what they created financially is currently impacting the layoff cycle. Don’t believe me, Tampa employees, how many of the egotistical leaders who worked out of Tampa are still employed. All of this is happening 10 years to late.
This is probably one of those guys that makes 6 figures by only showing up to the same meetings everyday. Disgusting!
eh people staying forever at one company doesn’t prove much about their competency truth be told. or contribution considering this particular company is failing. they’re not doing themselves any favors by staying so long either especially if they’re in the same role for a long time. doesn’t show much drive or desire to grow, learn, take on new challenges, adapt, etc. i think in this day and age employers want to hire people who are driven, adaptable, savvy, hungry. some of the people I worked with at Nielsen have worn many hats and I think for them it’s a little different. but those in more stagnant situations have limited themselves, their work experience, and hire ability.
“ Could it be problematic that long-time employees protect each other?”
Yes and they take offense when newer folks come in and try to innovate which pushes them out. There is no innovative culture at Nielsen because of this. I had to keep my head down when I was there because the senior employees were in a clique and took offense when I would try and show them easier ways to do things. They just couldn’t understand or commit new processes to memory. It was really tough and hostile. I think if anyone was actually paying attention in leadership this would be an obvious issue but many leaders are part of the same clique and don’t want things to change either. I ended up leaving and to the OP of this post, people are allowed to talk about their experience and that doesn’t mean they lack class or maturity. This is a real issue for Nielsen even though it may hurt some feelings to hear.
“LMAO at this post. Why do you think innovation completely stalled? Because of the long time employees. It certainly wasn’t the newer hirers who ran Nielsen into insane debt, it wasn’t them who became complacent, shut down new ideas, and turned Nielsen into a dinosaur.”
Exactly! 100% this was my experience. Allowing employees to stay for decades instead of bringing in fresh perspectives tanked this company.
LMAO at this post. Why do you think innovation completely stalled? Because of the long time employees. It certainly wasn’t the newer hirers who ran Nielsen into insane debt, it wasn’t them who became complacent, shut down new ideas, and turned Nielsen into a dinosaur.
They make new hires take tests to join the company now. I have worked in several departments and don’t think the majority of long standing employees that I have worked with could pass these tests.
“the long term employees are ones who have survived many rounds of layoffs over the years. That says something about their competence and contributions”
What does it say? Layoffs aren’t even being done based on contribution or skill level. If they were, I can guarantee you most of the longer term employees would have been let go long ago. It’s cheaper to keep them since their severance is already capped and they’ve proven they’ll stay even if they’re making peanuts. But there will be no real innovation with them occupying these roles for years and years. Nielsen is currently in the ground for prioritizing $$$ over quality and their company will continue to stumble backwards because of it. Talent does not last long there for a reason.
Could it be problematic that long-time employees protect each other? Mark Smylie is career Nielsen director. Mark condones racism. Is there a "good ole boy" culture at Nielsen?
To add to my prior comment the long term employees are ones who have survived many rounds of layoffs over the years. That says something about their competence and contributions.
Yeah, it says that they can't get a job anywhere else!