Avoq Reviews

This company deserves a rating of 0. The decision to merge these two firms has proven disastrous, especially for the employees. The clash the different work cultures has inflicted the employees, who are bearing the brunt of this misalignment. The alarming turnover rate is evidence of the toxic atmosphere that pervades the workplace. Cliques are causing division both within and between teams. Negative gossip and manipulative management tactics are common. There is a glaring need for more structured training, onboarding procedures, or well-documented processes. Instead, the approach seems to be 'ask X person for help,' placing responsibility on lower-level staff to train new hires. This lack of support leads to mistakes resulting from miscommunication or inexperience with certain accounts or processes. These are met with excessively harsh reprimands, causing employees to question their career trajectories. Despite claims of commitment to diversity and inclusion, these values are merely checkboxes to be ticked off without genuine effort to foster a healthy and inclusive work environment. Employees who voice their concerns or frustrations are met with dismissive responses from management, who insist that they should be grateful to have a job and refrain from speaking out lest they risk termination. The toxicity of this agency only became apparent to me after I had departed. While efforts to reconcile the cultural disparities between Subject Matter and Kivvit are supposedly ongoing, favoritism remains palpable. High performers are overlooked for promotion or salary increases unless they actively advocate for themselves, and even when they do succeed, their achievements are used against them as a means of exerting control. Save yourself the trouble and seek opportunities elsewhere.

· Poor staffing decisions have resulted in high turnover across multiple departments. (For example, the client services team alone has seen almost 20 people go in and out of the fold in the past 3 years). This high rate of company-wide change hurts team morale and makes it difficult to have one point person from each team be responsible for a project from start to finish. · Clients often treat day-to-day agency contacts as their own personal punching bags, sometimes to the point of actual emotional abuse. There is little support or protection from senior leadership when this happens; from a lower-level perspective, legitimate staff complaints are more oftentimes than not just laughed off. · Absent or under-qualified supervisors result in junior employees having far more responsibility than is reasonable for any one person. In some instances, this could serve as a growth opportunity for those direct reports, but in most cases, the unbalanced distribution of work goes seemingly unnoticed by senior management. If all goes smoothly with a project, the account leads are often given the majority of the agency-wide credit. This kills team morale and only encourages the problem to grow. · Culture is at the bottom of the priority list. There are no longer company-wide or team building events. When the company switched offices in 2017, it seemed like the emphasis on culture was on the incline, but after 4 months, culture improvement and planning meetings ceased completely. There is the occasional lunch and learn, but topics aren't as relevant to employees as they could be. · Little-to-no work-life balance. Understaffing means team members can rarely take actual PTO. The average work week for many consists of 55+ hours. When employees do fully go offline when they're OOO (as they should), they're often looked down upon. · Favoritism among senior leadership is a serious problem. It is visible to the majority of junior staffers and very demotivating. · Over-committing, under-delivering on some things and over-serving clients on others are the norm. Senior leadership or managers will reach out to clients directly or develop contracts without checking in with internal teams first. This will result in commitments that can be under-budgeted or out of scope, off strategy or completely unreasonable in the agreed upon time frame. If employees express concerns over timing, resources, etc. they can be ignored or reprimanded and told to simply "figure it out." The mixed messages result in hectic/disorganized production, confused and frustrated clients and (sometimes) sub-par final products.