Vergleich: Gallup vs Toffler Associates BETA

Erfahren Sie, wie Toffler Associates bei Mitarbeiterbewertungen, Stellenangeboten, Befürwortung der Geschäftsführung, Unternehmensperspektive und vielem mehr im Vergleich zu Gallup dasteht.

Mitarbeiterbewertungen

Gesamt­bewertung
(nur Mitarbeiter in Vollzeit und Teilzeit)
4,3 
(basierend auf 573 Bewertungen)
2,7 
(basierend auf 42 Bewertungen)
Karriere­chancen
4,1 
2,7 
Vergütung & Benefits
4,1 
3,3 
Work-Life-Balance
4,4 
2,7 
Führungs­ebene
4,2 
2,5 
Kultur & Werte
4,5 
3,0 
Positive Bewertung des CEO
Gallup CEO Jim Clifton
89%Jim Clifton
Toffler Associates CEO Maria Bothwell
k. A.Maria Bothwell
% empfehlen dies einem Freund
85%
42%
Positive Geschäfts­prognose
78%
40%

Gehälter

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Für dieses Unternehmen liegen keine Gehaltsangaben vor.

Was sagen die Mitarbeiter?

Pros
„Work environment”(in 36 Bewertungen)
„Work life balance”(in 26 Bewertungen)
Für dieses Unternehmen liegen keine Bewertungen vor.
Kontras
„Work life balance”(in 17 Bewertungen)
„Employee engagement”(in 14 Bewertungen)
Ausgewählte Bewertung

Akt. Mitarbeiter - Anonymer Mitarbeiter

Ich arbeite seit weniger als einem Jahr bei Gallup als Vollzeit

Pros

Stärkenkultur, offen für Feedback, Enstiegsgehalt angemessen

Kontras

Sehr hirarchisch aufgebaut und dadurch auch sehr langsam was Entscheidungs- und Verbesserungsprozesse angeht. Bei all dem Feiern von guten Leistungen wird oft vergessen auch die weniger gut... funktionierenden Dinge anzusprechen

Rat an das Management

Prozesse vereinfachen, Verantwortliche bestimmen um Entscheidungsprozesse zu vereinfachen

Ich habe bei Toffler Associates gearbeitet ()

Pros

Some opportunity to work from home a day or so each week unless you are on client site. Though this had diminished before I left. Worked with some good people over my years with the... organization - but sadly, most of them left for similar reasons.

Kontras

There is a general lack of consistency across the board. No one could ever tell me what was required to advance, and when I did get feedback it was contradicted in the next round. Painful part to... me is that the company knows it but has been unable to do anything about it. You can only claim to be "transitioning" the organization for so long before you have to pick a path and move forward. This, combined with the long hours and challenging leadership, makes it a hard place to stay over a longer period of time. No real quantitative capabilities here, nor a willingness to develop this skill-set. Majority of what we provided to clients was ambiguous without real rigor behind it. The firm does not seem to value advanced degrees or specific industry experience. Organization seems to be shifting its model to more of a staff augmentation support in the Federal space which is concerning. Lost a lot of the long-term employees and their talent/expertise (some for more than 15 years). For being at a "commercial" organization I did not do any commercial work. At best, there is one commercial client and some projects with organizations that are funded by the government. Tough to grow into the commercial skill-sets without opportunities. Leadership is a challenge in itself, with the Managing Director following whatever whim is the topic of the day - again a total lack of consistency. This, along with the lack of transparency, makes it difficult to trust leadership here. Everything is not ok just because you say it is. I saw many smart people give feedback and try to make it better, but they would ultimately get frustrated and leave - I got frustrated too. The positive piece is that you realize this quickly after you start.

Rat an das Management

More structure and consistency in approach to the market - need to offer more than thinking to our clients. This seems to shift a great deal each quarter, resulting in a lack of commitment to the... continuous changes. Learn from past mistakes, stop repeating the same ones again and again. Work on retaining good talent, sad to continue to lose people that I enjoyed learning from.

Stellenanzeigen