Poor Management Practices and High Turnover - Web Developer Full Spectrum Marketing Employee Review

Hello! Thank you for taking the time to share your experience at FSM. We enjoy taking in the positive and negative to make strides in the right direction for both our team members and our clients. An inevitable aspect of agency life is serving our clients, sometimes after hours, due to unforeseen circumstances like website outages or other urgent requests. Tight project timelines can very well require evening work, which is communicated by our managers, and consistent evening work is never an expectation from FSM. Our dedicated project management team works hard to communicate roadblocks, adjust timelines, and save the team from working evenings—which is a top priority. If managers and project managers haven’t been informed of work being done outside of hours, and individuals are not tracking their time consistently to include after-hours work, we cannot make the accommodations and adjustments we’d be otherwise happy to make for our team. We’re sorry to hear you felt your situation wasn’t handled fairly. We understand how challenging those circumstances can feel. While we can’t go into individual cases, we can share that FSM follows a clear process that includes direct conversations and investigation from affected parties, managers, and leadership before making decisions. Our goal is always to approach these matters with thoughtfulness, care, and respect. FSM strives to have open communication that enables team members to provide feedback, but understands that it’s not always easy for every team member to feel comfortable doing so. The purpose of our meeting cadence (weekly 1:1s, weekly team meetings, quarterly manager check-ins, and quarterly HR check-ins) is to provide space for team members to connect with relevant parties so that they always feel supported by their leaders and coworkers. We appreciate you sharing your insights on how that felt for you. Though true, the team was encouraged to leave honest reviews for FSM; it was not a requirement, nor did we request it to be positive—the purpose was merely to make reviews more current and relevant. We hope to reflect the substantial positive improvements recently made to FSM culture, benefits, salaries, work-life balance, and more. Any feedback, whether positive or negative, is necessary to build a better culture, and FSM is fueled by feedback and evolution. If you’d like to further elaborate on any of the issues you brought forth in your review, you can reach out to our team at info@fsm.agency, and we’d love to continue the conversation. Thank you again for your time! Maegen