Thread regarding Scholastic Corp. layoffs

I am reposting from my glassdoor posting

Here is my posting from glassdoor that i wanted to share with more people.

https://www.glassdoor.com/Reviews/Scholastic-Reviews-E2142.htm

I worked at Scholastic full-time (More than 3 years)

Pros

-Great Mission - getting books in the hands of kids is noble (profitable, but noble).

-Smart co-workers - you'll work with a lot of intelligent folks who know and love what they do.

-If you're lucky enough to work with authors, this can be one of the most rewarding professional experiences of your career. I know it was for me.

-Location - right in the heart of Soho. I didn't like the neighborhood, but many people do.

-Occasional perks like free books or movie screenings. It's actually harder to get the books you want than you might think.

-Company has been around a LONG time and has a great reputation in schools. Their book fairs are things of legend and will always be the first thing people mention when you say that you work there.

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Cons

-Company is very siloed; inter-departmental rivalries are not just common, they are the rule rather than the exception. It's hard to get things done here unless you really reach across the aisle and make friends. Issues can go unresolved for years because of this.

-Very poor management - managers are all too often concerned with their own advancement and agenda rather than nurturing and retaining talent. There is …

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Advice to Management

-To the management where I worked - leave. You'll do the company and your employees a favor. Word of advice: yawning constantly while your employees are talking to you is not considered acceptable or polite in any office culture. It shows that you are utterly disinterested with what we're saying.

-To management in general - listen when your employees talk and actually make an effort to look past your collective egos. Don't pay lip service to "managing" by ceremoniously reading important looking management books and making sure everyone sees you reading them - actually do it. Managers support and develop their talent, not hold them back because they're jealous or afraid of being made obsolete or redundant. Managers take time to sit with their employees, ask what's on their minds, and understand where they've been, where they'd like to be, and what they're interested in. Otherwise, you are a pale imitation of a leader, and don't let anyone tell you otherwise.

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