There are newer employer reviews for The Nielsen Company

 

An opportunity to grow with the pace of changing world.

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Former Employee - Anonymous Employee
Former Employee - Anonymous Employee

I worked at The Nielsen Company

Pros

Growth opprtunity, best known company in its domain.

Cons

company needs hard workers and this can create some problems in personal life.

No opinion of CEO

1225 Other Employee Reviews for The Nielsen Company (View Most Recent)

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  1. 4 people found this helpful  

    Interesting business, mediocre culture

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Solutions Architect in Oldsmar, FL (US)
    Current Employee - Solutions Architect in Oldsmar, FL (US)

    I have been working at The Nielsen Company full-time (more than 5 years)

    Pros

    Nielsen has a very appealing business: measuring retail and media consumption for the world. Plenty of big data challenges, most of them unique enough to require custom development at just about every level. As technology and consumption habits continue to evolve, there is constant pressure to continuously improve our scope and capabilities. Current leadership under Dave Calhoun has placed Nielsen in a much more sustainable financial position than it has been in for decades.
    The work/live balance has really shifted for the better, most managers allowing working remotely.

    Cons

    Unfortunately, some of the decisions on technology partners has lead to an unending stream of inexperienced technologists. This leads to poor workmanship and thus, poor build quality. To combat this, Nielsen management has instituted a monstrous bureaucracy that tends to stifle innovation. Also worth mentioning, our infrastructure team is completely outsourced. Since doing so, that team has suffered greatly, and has bogged innovation down quite a bit. Nothing gets done unless it's an emergency and is pushed to the top of the stack by upper management, which is no doubt stressful on the infrastructure teams as well.
    Additionally, since the bulk of the employees now seem to be made up of consultants, there is a distinct lack of company culture. The concept of company loyalty is all but evaporated after a series of "work force optimizations" (read: layoffs).
    Finally, performance reviews are (as with most companies it seems), mostly a joke. You write your own goals, you criticize yourself, and then your manager meets with you one time for the year and agrees or disagrees. There needs to be a higher focus on monthly or at least quarterly reviews to communicate better about your performance. There is no division of technical and people manager roles, which usually leads to middle management being too overwhelmed with technology meetings and workload to really engage their employees.

    Advice to ManagementAdvice

    Upper management should continue to in the direction it is headed, de-leveraging where it can. However, middle management needs to continue this new focus on hiring top talent to tackle these enormous issues we face. Consider using consulting partners for areas where innovation is less critical. Keep innovation and technology leadership in-house. Really take a close look at our infrastructure partners, and consider if they are capable enough to carry us into future. Without powerful, agile infrastructure, Nielsen will struggle to provide the type of innovation our data-heavy clients demand.

    Recommends
    Positive Outlook
    Approves of CEO
  2.  

    Good company overall but mid-level leadership could use some adjustments.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Client Manager
    Current Employee - Client Manager

    I have been working at The Nielsen Company full-time (more than 5 years)

    Pros

    Great flexibility, many opportunities if you are willing to relocate, some talented directors.

    Cons

    Some very weak directors, inability to relocate can be detrimental.

    Advice to ManagementAdvice

    Train leadership better. Give employees an outlet to voice issues when they are given new leadership that is not up to par.

    Recommends
    Neutral Outlook
    Approves of CEO
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