Creativeans Reviews

1. There seems to be a gap in effective management and leadership skills. This has been echoed in other reviews as well. 2.Employees are often assigned multiple projects at once and are expected to make progress on all of them simultaneously. While prioritization is mentioned, in practice, even low-priority projects are expected to move forward at the same pace. Given the typical 8-hour workday, this can be difficult to manage and may lead to some tasks being unintentionally delayed, which can cause frustration. 3.Working overtime is common due to the workload. However, overtime is not compensated financially. The company typically provides dinner and transport as compensation instead. 4.Concerns regarding workload distribution and project prioritization have been raised multiple times, but there has been little to no change. This appears to be an ingrained aspect of the company culture, and many employees have experienced similar challenges. 5.Although the company promotes itself as a creative agency focused on client work, employees often find themselves working on the owners' personal projects. While client work is said to be the priority, in reality, there is pressure to give equal/more attention to internal projects, leading to conflicting expectations. 6.The business is run by a married couple, and at times, their personal disagreements can affect the work environment and communication. 7.The company appears to accept high turnover as standard in agency life. However, based on experience at other agencies, a lower turnover rate is achievable and beneficial. This suggests retention may not be a high priority. 8.The company enforces a strict clock-in system, and forgetting to clock in can result in salary deductions. This policy feels inconsistent when compared to how overtime is handled—while employees often work extra hours, this time is not financially compensated. Over time, the unpaid extra hours can add up to the equivalent of several full workdays, which makes the policy feel unbalanced. 9. The leadership tends to set very high expectations and ambitious goals, which can sometimes be unrealistic given the available resources and timelines. While aiming high can be motivating, it may also lead to increased pressure and workload for the team. 10. The company enforces a 6-month probation period during which employees are not eligible for standard benefits. If you fall ill during this time, any sick leave is considered unpaid, which can be challenging for new hires. 11. There’s no structured path for career advancement, and salary increases are not provided on a regular or annual basis. Instead, raises are only given when management believes someone is ready for a higher role, but the criteria for that progression aren't clearly defined. Having more transparency and a tangible framework for growth would help employees plan their development and feel more secure in their future with the company. 12. While the company states that it offers a competitive salary, in practice, the compensation may not fully reflect the level of responsibility and number of hours expected, especially when frequent overtime is involved. A clearer alignment between workload and pay would help employees feel more fairly valued.

The employees' salary falls significantly below the market rate, failing to reflect the hours and dedication demanded by the role. Expressing these concerns to upper management yields no tangible changes. If you find yourself feeling pressured or overburdened by multiple projects, your only recourse is to endure the situation and hope for improvements. The chosen type of clients often exploit the designers, and the management does little to support them since they prioritize pleasing the clients. Furthermore, when anything goes wrong, the blame tends to fall squarely on the designers' shoulders. This is an environment that fosters growth, but it ultimately depends on your ability to handle the pressure.