Kaizen Reviews

Despite a recent influx of suspiciously glowing four- and five-star reviews, Kaizen remains an agency where doing your best is rarely enough. Employees are frequently expected to work extensive overtime, often without compensation or time back, and many managers lack the experience or empathy needed to effectively lead their teams. While the company appears to be making efforts to move beyond its old reputation, it’s difficult to believe real progress is being made when the same individuals who enforce high-pressure management practices remain in senior positions. This is especially evident within the Digital PR Dept., where KPIs and PIPs are still used as tools of pressure rather than development. Time and again, I’m hearing about stress, tears, and burnout among junior team members — a clear sign that the underlying culture issues and toxic management tactics have yet to be addressed.

Lack of vision and consistency: During my time at the company, I saw several big plans - like office expansions and internal incentive schemes - launched with excitement, then quietly abandoned a few months later. These changes were rarely explained and left people feeling confused and let down. Departments were restructured or cut with no clear long-term direction. Leadership talked a lot about growth, but decisions often felt reactive, not thought through, which led to high turnover and low morale. Lack of structure and support: I joined as a junior, expecting guidance and clear steps for career development. I repeatedly asked for feedback, structure, and clarity around expectations, but nothing meaningful was ever put in place, which seriously impacted my growth. If you’re not in a client-facing role, be careful - non-billable teams were often left behind or cut (this happened to most of my team). Well-washing: The company’s social media gives the impression they really care about mental health and wellbeing. But in reality, the culture didn’t reflect that. Offering therapy sessions doesn’t mean much if you’re micromanaging staff, blaming juniors for major issues, and creating an intimidating environment. A few senior leaders genuinely care, but other decision-makers didn't seem to.