FABRICA by A2Dominion - Anonymous employee A2Dominion Employee Review

1.0
Jan 27, 2019
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

- Modern, open-plan office environment. - Great office location in Paddington (easy to reach by tube and train). - Potential to earn an individual bonus at the end of the financial year. - A2Dominion departments are friendly and welcoming to any requests or help you might have. - Flexible hours (working from home). - Talented, hardworking individuals.

Cons

There were a number of factors that led to my resignation at FABRICA by A2Dominion. There is a huge turnover of staff across the sales and marketing department. In the time that I worked for FABRICA, more than nine people left the department. After these individuals left, department heads told directors that these people left to pursue 'new careers that offered higher salaries'. Whilst a small majority of these people did leave for such reasons, many were incredible dedicated to the FABRICA brand. These individuals left due to the poor management style that let these people down. The brand has lost some incredibly talented and loyal team members. There is a frequent blame, finger-pointing culture at FABRICA. Department heads do not stand up for their team members. I have witnessed some team members be dishonest and 'throw each other under the bus' to earn the acknowledgement and praise of department heads. The moral of the team is low and could easily be improved. The environment at FABRICA is fast paced, high pressured and intense. Regardless of how many hours you work (evening and weekends), the quality of work you produce, or how often you go above-and-beyond your duties, will never be good enough for department heads. There is an expectation to constantly deliver more. Department heads will constantly micromanage staff. Planning is poor and things often change at the very last minute. You are constantly working to satisfy last minute, poorly planned decisions. You will work against the deadline delivering in what seems like the impossible. Your own personal ideas and opinions will never be taken into consideration. FABRICA is a brand that doesn't like change. Aside from acknowledging the brand as 'forward thinking', FABRICA doesn't like to take risks to innovate the brand. The smallest of ideas to improve processes seem too 'out-there' - this puts the brand at risk of falling behind it's competitors. There are is zero career progression. The role that you are assigned to when you start is the role that you'll finish when you leave. There aren't any plans to expand the brand (perhaps because FABRICA isn't able to retain staff).

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A2Dominion Response
7y
Thank you for taking the time to give your feedback and for your comments about the quality of our workplace and the talent and dedication of our staff. Many of our team members have been with us since the creation of FABRICA and we are proud to have established an award-winning brand in a crowded marketplace within a relatively short period of time. However, we understand that there is always more we can do to make A2Dominion an even better place to work. We greatly value your feedback, both positive and negative, and all feedback is compiled for our Senior Management Team, which meets regularly to discuss any improvements we can make to the ways in which we work. If you have anything to add to the above, we would be grateful if you would email us at recruitment@a2dominion.co.uk with more information. Your contact will be treated in complete confidence. Thanks again for your review.

Explore other reviews about A2Dominion

1.0
Jun 20, 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Some fabulous staff who do a great job

Cons

In my view, the Chief Executive is a bully and actively encourages members of the Executive Management Team to behave in the same way. This has, in my opinion, created a culture of fear rather than one of openness, challenge and accountability. There has been an exodus of long-term staff who have effectively vanished overnight—there one day and gone the next. The frequency of these departures has created a perception amongst employees that challenging decisions, raising concerns or expressing a different view carries personal and professional risk. As a result, many people appear reluctant to speak openly or provide robust challenge. The Chief Exec has publically stated he won't accept whistleblowing. I believe this has had a negative impact on organisational culture, governance and decision-making, with dissenting voices often being silenced rather than listened to. From my perspective, the organisation was in a significantly stronger position prior to the current Chief Executive's appointment following the retirement of Darrell. Since that time, there has been a marked deterioration in organisational performance, reflected in declining financial resilience, weakened governance outcomes and increased regulatory scrutiny. What concerns me most is that, despite these setbacks, there appears to be limited willingness to reflect on the underlying causes or learn from past mistakes. Instead, challenge is often resisted and responsibility appears to be directed elsewhere, reducing the organisation's ability to improve and recover effectively. In my opinion, the organisation would benefit from a leadership approach that welcomes constructive challenge, encourages diverse viewpoints and fosters a culture of accountability, learning and continuous improvement. Without this, I believe there is a risk that the issues currently affecting the organisation will continue to persist.

1.0
Mar 31, 2026
Recommend
CEO approval
Business outlook

Pros

Meaningful work with the opportunity to make a real difference to our customers. Colleagues are generally hardworking and committed, and no two days are the same. The role can provide good exposure to complex cases and cross-team working.

Cons

Workloads can be very heavy, and priorities can shift quickly, which can make it difficult to manage tasks effectively. At times there can be a lack of clarity between teams over ownership of issues, which can affect both staff experience and customer outcomes. Some teams can get away with not being customer facing and this is supported by CEO and EMT members, customers are supposed to be king but yet there are teams who can get away with hiding from them; it’s not acceptable. Communication and consistency could be stronger. Also promotions happen based on relationships and not based on who can do the role(s) best!

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