Ralph Lauren Australia - Marketing Division - Anonymous employee Ralph Lauren Employee Review

- Senior leadership is hugely disorganised and poorly managed by individuals who work part-time and continue to exhaust extended leave, then return clueless and pile on to loyal junior employees (who better understand the business and work above and beyond their contractual responsibilities), to deflect from their blatant incompetence. - I have never seen an organisation see so many resignations from new hires who quickly come to witness a mess of an internal organisation and instead run for the door to take on roles un-related to their careers in a bid to protect their health. Marketers are double-hatting as receptionists, event managers as social media managers, etc. - More systematically, if you are starting your career, there is no upward progression, recognition, or reward. Senior leaders working part-time have the audacity to reward themselves with overseas business class trips and never ending promotions and titles then flatline even the slightest growth prospects for the most dedicated long-standing employees doing their actual job. The only appraisal you can expect to receive is a bad one. Even if you are a solid performer and have taken on the responsibilities of your entire department while your superiors are out-of-office, you will be gas-lit into believing you are under-performing. Any growth prospects will be handed out to an external, lateral hire, irrespective of a lack of internal experience, who ultimately proceeds to become part of the problem considering their core deliverable is to turn a blind-eye to leadership's management. If I wanted to gain experience working for an Oracle, I would have moved to the Sahara. - The only discernable skill (singular, not plural) one could expect to acquire working at Ralph Australia is understanding (at best) how to manage a person considered mentally un-well. - Senior leaders say they are under-resourced and over-worked, which is hard to reconcile with the fact they work part-time and continue to exhaust extended leave. I think Alicia Silverstone spent some time in the 90s preparing for her role in Clueless by studying the senior leaders of Ralph Lauren Australia. - Senior leaders have an attitude problem and could do with some mandatory lessons in management and empathy. Age and experience does not equate competence. Considering just how many senior leaders are new mothers, one would expect a certain level of emotional intelligence and empathy considering just how much full-time junior employees running the ship have taken on in their absence so they can periodically dial-in to give a status update to global. All things considered, Ralph Lauren is a desirable global brand but its Australian marketing division is run by senior leaders who are well known by industry insiders to have both a competency and attitude problem. They have the nerve to call out, bully, and credit any issues derived from their poor management to junior employees (in front of their peers), but if they were on the other end and their global leaders could directly see their performance, they would have long been put on a performance improvement plan and inevitably shown the door, as there is clearly no sight of improvement while said individuals remain in role. Ralph Lauren global should conduct an internal investigation. Any duty of care expected from any senior leader of an organisation has clearly been abused by senior leaders who spend more time managing their own internal brand and perception to Ralph Lauren leadership rather than what they are actually contracted to: the management and brand of Ralph Lauren Australia.