Pros
1) The people - in the trenches, getting the job done day in and day out that are some of the friendliest, hardest working people I have come across in over a decade in the business. 2) Ford clients - they treat us as partners and value our insights and recognize/appreciate the effort put forth on their behalf. It's uncommon to have that sort of client/agency relationship and makes all the difference in the world when you are putting in extra hours in the early morning, late at night, on weekends or sometimes even on holidays. 3) Bagels, I guess?
Cons
1) Silos, silos, silos: For a company that prides itself on having "no silos", GTB has got more than the Midwest put together. Over the past year - I have seen Team Detroit morph from an open, collaborative space where everyone from the top down was working for the betterment of Ford with a sense of enthusiasm, optimism and purpose and a common goal. As GTB, it's become secretive, paranoid and a sense of disorganization as to where we need to be headed and how we need to do it. Rumors fly rampant - Mid-managers have their hands tied from upper management (more on that in a bit). There are new processes that are going to lead us into the future - but no one seems to know what they are, letting the people doing the actual work to power through it and keep delivering to the same level of excellence as before to our clients. 2) Upper Management - they don't care about you, and it shows! (when you actually see them). You'll have a yearly meeting where you hear about what a crown jewel you are in the crown of WPP - and that's about it. About a week or so later, you'll have a one off meeting with your department head to tell you how you aren't working hard enough and privileges are being revoked. As a bonus, it'll be blamed on the clients who know nothing about this edict. See the Nat'l Lampoons Christmas Vacation metaphor in a previous review for more information. 3) Removal of work-life balance, which Team Detroit was renown for. Yes - Summer Fridays are gone, and to some extent I can understand why. But you do not need to punish the many who are in there, putting in their hours (and more) for the few who aren't. We buzz in every day - you know who is in the office and who isn't. If the managers are letting people slide - punish the managers and not the populace in general. The 9-5 rule was/is poorly articulated and doesn't take into account employees dropping off/picking up their kids, client meetings, shoots, early am conference calls, offsite meetings and frankly is out of touch when most people are firing up their laptops when they get home. We have so many tools to operate remotely, which the majority of the personnel takes advantage of. This is not 1995 and the infancy of the internet. We are ALWAYS connected - and in touch with our clients and co-workers at all times, whether we are in or out of the office. We help our colleagues and and we help out clients - something they do not see with their eyes closed and doors shut. 4) Compensation is below market value, promotions are rare, raises are near non-existent and talent is not retained with matching/superior counteroffers. You can take on above and beyond your level of scope and responsibility and not see any fruit from your labor until you are so fed up you are almost forced out. Bagels and a food truck every couple of weeks are not motivators. 5) Nothing - absolutely nothing is being done about the rock bottom morale circulating around the agency. Middle management, for the most part is doing their best to keep sprits up, but the thought circulating is - what are they going to take away next? What perceived slight is going to cause another departmental meeting where everyone nods silently and makes a mental note to update their resumes because there is nothing they can do about it, no matter how hard they work.