Pros
Wonderful people to work with, the best consumer brand in the world, great products and good PTO, maternity leave policies and really nice people everywhere. Opportunities to meet colleagues from around the globe in many roles.
Cons
Cons are related largely to the department. You don't have as many tools as you'd have at another organization of this size. Often this is due to many of the leaders having no experience or not having the experience they said they did when they were hired. This leads to a lack of connecting the dots by some leaders. One of the results is that they can't differentiate between someone that performs well vs. someone that doesn't. Then you get a review from a leader and they might mention something that they saw in a chat and don't understand, then tell you that's what you need to do for development. This happened multiple times and was mind blowing. Add to that gaslighting and just could not recommend going to this division unless there's serious leadership change. One of the more shocking things I encountered was the way that some vendors were chosen. The most important vendors were not chosen by merit but by their relationships with certain LEGO employees. One vendor had an uncomfortable relationship with a colleague where they would party and were all friends with the vendor and even would go on vacation with them, yet the performance of the vendor was far below average and they actually made so many mistakes it cost the company a significant amount of money. Team member reported many of these issues and was ignored and no issue was escalated as it would have been in any other normal ethical organization. At times even the person reporting issues was gaslit and blamed for a poor attitude even when the vendor wasted hundreds of thousands of dollars. Another vendor was chosen and a conflict of interest was never disclosed fully. It was brought up several times to leadership and we were told to move past it even when the vendor didn't have what they said they had, which is a violation of LEGO principles. Team member reported possible fraud to their leader several times and before the investigation could be completed they were terminated for supposedly unrelated reasons. The level of dishonesty tolerated in this division made for a toxic environment. One person could take credit for other people's work and do it several times and nothing is done about it. There were constant issues with dishonesty and it cost the company significantly and yet nothing would be done since what mattered was likability rather than integrity. Many people are falsely promised a track once they start their job, only to start and have a bait and switch situation. Many people I worked with had been promised promotions for years with no fruition. In a little over a year, 4 our of 5 minority women from the USA left the division, either by getting let go or working in an environment so terrible that they left. The only one that did not leave was on a temporary assignment. The wider company is making an effort to become more diverse. While everyone is friendly, often leaders seem to be too close to each other. When going to HR, it was routine for many people to report that HR did not keep things confidential. In one incident the leader I went to HR about for guidance as to how to deal with a situation (not asking for a report) mocked me during a performance review, and said they knew I'd gone to HR and I could go again if I needed. They used intimidation and a poor review as retaliation for speaking to HR about an issue. Unless you're unemployed and live near the office and really need a job, I'd not recommend relocating for a position in the ecommerce B2B ECOE division unless there's been a leadership change. If you're looking to apply for a key account manager position, you're likely not going to get the position as an outsider. Every Key Account Manager position that opened up was always filled internally so don't expect to join the company from the outside for one of those positions. There's no clear path to any promotion even if you have an IDP. As one leader said they cared more about if they liked the person than the skills they had and said this multipole times and to multiple people. Our team within the division had the worst job satisfaction scores in the company. Our top executives asked for feedback in a safe environment that everyone agreed would not leave the room. Those comments got back to our leader and was never kept confidential and then repeated then my performance review. Don't waste your time. While there's a lot of great people to work with, the division has had a high amount of turnover and the company often blames the wrong people and the root causes are not addressed so issues persist.
