Paley Center For Media reviews about "employee"

-The micromanagement by senior management is incredibly counterproductive. -Pay is sub-par, and the employee premium for health insurance eats up a sizeable chunk of that pay. -Every department is understaffed. That problem never changes because of the astronomically high turnover rate among the administrative staff - around 30%-40% annually by my count. -Poor staffing & high turnover mean people are frequently saddled with extra work and tasks FAR outside of their specialty and job description. -No hybrid or remote work option. -Senior management doesn't respect employees' time or schedules. Meetings are rarely held at scheduled time. Rather, senior management will delay for hours or even days, then expect everyone to drop everything whenever they decide to hold a meeting. All this is a shame, because Paley has the potential to be a valuable part of NYC's cultural community, if only the leadership would get out of the way.

Throughout my tenure, I’ve witnessed a myriad of new hires come onboard, all of them bright-eyed, upbeat and passionate about the work they do. It doesn’t take long for that light to dim and eventually disappear completely- every time, like clockwork. Following their inevitable departure, another employee enters in their place, unaware of the cyclical, revolving-door nature of the place that will soon chew them up and spit them out. While working here, you can expect to be led by a trio of incompetent individuals with an abysmal lack of vision and foresight. These people will put no faith in you or your team to make the right decisions, only reprimand you for taking initiative and force you to conform to their backwards thinking. At every turn you will be sucked into management’s desperate and pathetic attempts to save a failing organization. Along the way, you will commonly encounter fits of screaming and crying from burnt out employees. One very quickly realizes at Paley that any value they bring goes unappreciated, any trace of creativity or ingenuity definitively stomped out. The CEO makes a point to remind employees at every opportunity that new ideas are encouraged, that our voices are heard- after all, we are a “family.” And yet, when brought to the table, every suggestion is met with resistance and skepticism. The culture of “this is how we’ve always done things” persists. Working at The Paley Center is akin to being in a toxic relationship- you are shamelessly manipulated and lied to, only to discover that YOU are in fact the the subject of management‘s mistrust. You are encouraged here put your reputation on the line for the sake of a company that continues to burn bridges, almost as if that is its primary objective. To all potential new hires, let me be clear: Paley will not advocate for you. You are dispensable, replaceable, and a means to an end. Paley is only concerned about its outward perception and money brought in to fund their subpar programs. Despite the glaring reality of its embarrassingly high turnover rate, Paley continues to treat its staff poorly, and will therefore continue to loose smart, competent employees. No matter your successes here, they will be diminished and overlooked. You will never be allowed a moment to revel in the wins, only made to feel like they weren’t enough. If and when things go awry, fingers will be pointed at you, as management continuously refuses to take accountability for their own shortcomings. Do not walk, run away from this place if you value your integrity and freedom from tyranny.

- As with many nonprofits, the team is small and wears many hats — which can sometimes slow progress on new initiatives. - Change can take time, especially in a constantly evolving media landscape where priorities shift quickly. - Some projects may be delayed due to competing demands, even when leadership is committed to innovation.

I regret to say that my time at the Paley Center for Media was nothing short of a nightmare. From the moment I stepped foot in the organization, it was clear that this was not a workplace that valued its employees or upheld any sense of ethics. Lack of Diversity and Promotion Discrepancies: One of the most glaring issues at the Paley Center was its complete lack of internal diversity. While the company paraded its commitment to inclusivity externally, it was shocking to witness the homogeneity within its own ranks. Even more distressing was the fact that individuals with diverse backgrounds were often overlooked for promotions, while external candidates were brought in to fill higher positions. This blatant hypocrisy revealed the company's insincerity in fostering a diverse and equitable work environment. Tyrannical CEO: The CEO of the Paley Center for Media displayed a complete disregard for the well-being of the employees. The concept of work-life balance was foreign to this individual, as they pushed their staff to the brink without any consideration for their personal lives. Their understanding of ethics was equally questionable, as decisions were often made solely to benefit the company's bottom line, regardless of the impact on employees or the industry. Complicit CFO: The CFO's involvement in financial perjury was deeply concerning. Instead of upholding financial integrity, they seemed to be actively aiding in dishonest financial practices. This not only put the company's reputation at risk but also placed employees in a precarious position, unaware of the true financial state of the organization. Underpaid and Threatened Staff: The staff at the Paley Center was consistently underpaid and overworked. Threats to job security were used as a means of coercion to extract more work from already exhausted employees. This toxic environment not only led to burnout but also fostered an atmosphere of fear and resentment. CPO's Ineffectiveness: The Chief People Officer's inability to advocate for herself or her team was disheartening. Instead of providing support and leadership, she came across as meek and fragile, unable to stand up to the CEO or address the pressing concerns of her staff. This lack of assertiveness trickled down, further exacerbating the already toxic work environment. HR as Minions: The HR department at the Paley Center seemed to operate as mindless minions, executing the company's demands without question. Instead of upholding employee rights and ensuring a safe work environment, they appeared to function more like soldiers blindly following orders in a war zone. In conclusion, my time at the Paley Center for Media was a nightmare I wouldn't wish upon anyone. The lack of internal diversity, the tyrannical CEO, the complicit CFO, the underpaid and threatened staff, the ineffectual CPO, and the submissive HR department collectively created a hostile work environment. If you value your well-being, ethics, and career advancement, I strongly advise against becoming a part of this deeply flawed organization.

The Paley Center for Media can require flexibility and a willingness to adapt in order to deliver high-quality experiences with lean support. Resources can be limited, which often means teams must move quickly to find creative solutions and implement them efficiently.