Sideshow Reviews

* Leadership and Culture:
Once a vibrant, family-oriented company, Sideshow has dramatically shifted to a soulless, corporate culture. The CEO, Greg Anzalone, used to promote a "tribal" culture, but in recent years, leadership has pulled away, leaving a toxic environment. Employees feel disconnected from management, and morale is at an all-time low. Nepotism is rampant, and true leadership is lacking. * Raises and Recognition:
Raises disappeared for three years straight, despite the company’s growth. The appreciation that was once shown by the CEO has evaporated. Feedback is rare, and when it happens, it's often negative or dismissive. * High Stress & Poor Management:
Stress levels are through the roof. A lack of trained, capable managers has led to poor communication and unrealistic expectations. The few managers who are promoted receive no real training, and without proper support, they are left to fail. Many employees are overworked, often covering multiple roles and responsibilities with little to no recognition or compensation for it. * Art Department Dysfunction:
The art department is controlled by one individual with an iron grip, leading to stifled creativity and fear-based management. Anyone who challenges this “CEO of Art” is likely to be removed, demoted, or ignored. Constructive input is discouraged and the department is ruled by a toxic mix of ego and insecurity. * Remote Work & Freelance Trap:
Don’t expect to work remotely unless you’re in the CEO’s inner circle. The company has a history of forcing employees into freelance positions when it suits them, often after eliminating full-time roles. This practice contradicts their public stance on employment standards and leaves employees feeling trapped and unsupported. * Pay Inequity & Overwork:
Pay rates are below industry standards, and employees are expected to take on more and more responsibilities with no corresponding increase in pay or recognition. This has become a major issue following the company’s over-hiring during COVID and its subsequent efforts to cut costs by overburdening existing staff. * Co-CEO and Leadership Issues:
The promotion of the CEO’s cousin to Co-CEO has been a disaster for company morale. The Co-CEO comes off as unapproachable, rude, and disengaged. His lack of people skills and unwillingness to listen to employees has only intensified the disconnect between leadership and staff.

Should really listen to staff on suggestions to help streamline process and also played favorites.