collection agent

sales manager

accounts payable specialist

accounts receivable clerk

account manager

Informa

Overall, the accounts payable department is a great department to work in. The team is friendly, and my supervisor is beyond flexible, helpful, and supportive. She always provides us with feedback, whether it's something positive or it's informing us of an error that was discovered. But even if it is an error, she never comes off as mad or angry. She just uses the experience as a teaching tool so that the error isn't repeated. She's also extremely flexible when it comes to needing time off for a doctor's appointment or even just a mental health day. Additionally, she is a good communicator and keeps us informed about things that we need to know in order to be successful in whatever role we're assigned to in the department.

Globally, though, communication is horrible. We do have semi-regular divisional meetings with the higher ups, but those meetings are never about things we need to know in order to be successful in our jobs. If I miss a meeting, I rarely hear from a co-worker that I missed something interesting or important. I also feel like there are WAY too many chiefs and not enough indians, yet there is no room for advancement in A/P. All roles in the A/P department are considered lateral, which means there's no increase in salary even though there is a major increase in your job responsibilities. You also don't have a choice about being moved into another role; the job is yours whether you want it or not. Additionally, raises are usually less than 3%, and everyone in the department gets the same thing, whether someone does a great job or they just go through the motions. There should be a maximum raise of 4% to 5% and your performance review should be the determining factor in what you get. Instead, each year, the department is given a certain amount of money for raises (which is never enough money), and it's divvied up equally amongst everyone. Also, system-wide changes and company-wide policies are often made/put into effect that will assist one of the shared service centers (usually the UK team, as Informa's headquarters are in London) without thinking about how the SSC in another country will be affected/impacted. Additionally, insurance is a joke and seems to be all about keeping Informa's costs down, rather than providing their employees with decent (or even adequate) coverage. Our office is located in Sarasota, Florida, and even though Sarasota Memorial Hospital (the big hospital in our area) stopped accepting our insurance last year, the company did not switch to another provider. I get the need to keep insurance costs down, but when salaries aren't anywhere near the industry standard, that should, in some way, be made up for with excellent insurance coverage. On another note, there were layoffs globally in 2021, and those decisions were based on how much money each individual was earning and what the company could save, and the type of employee the individual was or what they gave to the company wasn't in any way taken into consideration. Lastly, IT support is outsourced to India, and it can be nearly impossible to understand what they're saying if you have to speak with them on the phone.

It's difficult to detail all the many ways this company has gone completely off the rails, but here are just a few of the relevant highlights that paint a very clear picture of what's happening there:

1. Corporate office in London implemented an incredibly heavy-handed form of management beginning in 2014/15 that basically removed all autonomy from the local office (micro-management) and where the attitude to employees essentially became, "you better love what we're doing to this place or you can get out now."  

2.  Some local (i.e. Memphis) staff members in management, sales, and CAD (client advisory and development) sensed their only way to survive and possibly thrive under this new arrangement with London was to backstab, undermine, bad-mouth, sell out, and even gaslight fellow employees (mostly analysts and support-staff) who were a little more skeptical of the company’s new direction.  These local staff members who had sold out to London engaged in all manner of spin, lies, obfuscation, and propaganda to paint anyone who left (or was staying but not completely “on board”) in a bad light and themselves in a good one.  There became this absolute need to control the narrative, no matter what that might require them to say (often mendacious innuendo) about fellow coworkers.  This made for an incredibly toxic work culture with widespread mistrust and anger.  

3. Management in London launched an initiative where its sole determination was on the development and launch of a big data platform and making it the focal point and primary revenue-driver of the business.  The problem hasn’t necessarily been the platform itself but their absolute conviction that this online platform, the spreadsheets (and mostly public data) that feed it, and an increasingly inexperienced (<5 years) group of analysts to manage it is a perfect substitute for (or even brings more value than) a large group of very experienced (25+ years) analysts who are known far-and-wide and respected throughout the agribusiness community.  This culminated with the surprising (though not really, given the company’s direction and heavy-handed approach) termination of over a half-dozen very experienced (mostly elder) team members in May 2017.  

4. Compensation increasingly became almost 100% detached from merit, except for maybe the very small handful of managers and sales staff who became yes-men to London and back-stabbed/sold-out their fellow employees.  Bonuses were reduced to practically nothing.  Salary increases stagnated.  All the while, more work was heaped on the analysts, and the bad attitudes, micromanagement, and outrageous demands only intensified.

Calculate and analyze investment performance to generate performance returns and attribution reports for client's assets, including domestic and foreign equities, fixed income, managed futures, asset-backed securities, REITs, mutual funds, private equity funds, and hedge funds from internal accounting system on a monthly, quarterly using Modified Dietz methodology.
	•	Analyze investment performance at the security, industry, economic sector and asset class level, total portfolio and total client level.
	•	Manage updates of all account and composite changes to ensure accuracy of changes for GIPS compliance.
	•	Evaluate portfolio performance using the hundreds of market indexes distributed by Performer.
	•	Assist with internal inquiries and ad hoc request.
	•	Compute benchmark and composite returns on a monthly and quarterly basis comparison to portfolio returns.
	•	Determine accuracy of portfolio returns versus benchmarks returns and analysis of outstanding issues or exceptions.
	•	Reconcile holdings/transactions for trade breaks, reversals, and other settlement issues on trade date.
	•	Actively resolve performance discrepancies in a timely and accurate manner.
	•	Act as Informa’s primary liaison with client organizations in discussing performance results, historical return calculations, data retention, custom template designs and report layouts.
	•	Customize new accounts in Performer® databases by loading and confirming historical data, assigning segments, asset classes, benchmarks, and return calculation methods. 
	•	Strong understanding of Fund legal documentation like ERISA.

Informa is primarily an information and services company with 3 core commercial businesses; Events Management, Publishing and Training in decreasing order of magnitude. While this review is focused on the publishing and training domains, I have included some general observations about the company as a whole.

The corporation uses a bottom-up accounting model for budgeting, which provides an accurate picture of costs and projected growth; however, the guidelines and execution do little to inspire investment in new ideas or develop contingencies. There is very little oversight from the corporate level outside of budgetary constraints, with the primary focus being on quarterly earnings and associated executive bonuses.

The publishing arm is primarily run by a tight-knit group out of the UK with a focus on retaining big corporate customers and institutions and little on innovation. The list of titles could be viewed as "quantity over quality" to achieve earnings.

The training group possess a tremendous amount of talent and great products but is mired in byzantine processes by an underwhelming management team.

Informa Telecoms and Media is an excellent place to work, offering excitement, travel and diversity.

A typical day at work for me could mean the design and development of a cutting edge technology or business training course, or the delivery of the training within a 5 star environment any where in the world.

During my tenure I learned a vast amount with regards to modern communications, business and commerce.

The management is top notch, affording you the space to design and develop with the support necessary to achieve.

All the co-workers are rare consummate professionals with an excellent work ethic and social presence.

The hardest part of the job is keeping up with the expertise, skills and qualifications needed to be able o deliver quality training and consultancy to a rapidly evolving sector.

The most enjoyable part of the job is the travel, often to leading technology hot spots with fantastic opportunities and the ability to be at the forefront of technological evolution across a very demanding industry.

I have over 10+ years of marketing experience and I have never been in a more competitive, unfriendly, and unsupportive environment. I was new to the industry and got very little support from my boss. It seems like everyone is a family and works really well together. However, management, especially my VP, would speak poorly behind the backs of people who worked under her, talked down to people she didn't like, and that type of attitude permeated through the entire group. Resources were also removed in the name of restructuring, which only means that the work would be redistributed to an already overworked marketing team with very little training or additional technical support. 

There are many individuals in the organization who were promoted to senior roles and have no clue how to manage projects or their staff.

Until this company can find a way to support ALL team members and sustain a culture of inclusiveness and fairness, stay away!

Management is either micro-hovering or hands-off. There is no appreciation for company loyalty. If you're not generally liked, and not a heavy drinker who can keep up with the best of them at show site, no one will step forward to protect you. You will be set up for failure and justification to be terminated. They say people are "valued" here but they truly are dispensable. Worklife balance was nice with flexibility to work from home as much as needed. Monthly lunches and team building activities were nice. The job role itself was enjoyable and I leanred a lot. But when I started being successful in it, I was gaslighted. People here are generally insecure about their jobs & unwilling to mentor or share knowledge with others. Why? Because everyone is dispensable at the drop of a hat.

The original company had recently been bought out by a new parent company from the U.K. The culture was different but not difficult. I truly enjoyed working for this company. During my time there I was able to work on and enhance my computer skills, including learning the Oracle software. My typical day was spent processing incoming phone calls and web based registrations for world wide human resources seminars. These registrations were entered into the computer system, and then I processed the credit card for the registrant. After all of this was done, I processed and sent confirmations to the registrant. Management was overly involved in the minor parts of the day to day operations. I enjoyed all parts of my job. The hardest part of the job was learning a new culture from a foreign country.

Remote workers are not treated as human beings here. Working for Informa was a horrible experience, my life has been turned upside down because I made the mistake of accepting a job here. You will be treated like a virtual assistant, not like a human being and they will dispose of you like it’s nothing, such  a cruel way to treat people. Do not be deceived by the remote work - they are about as outdated of a culture as it can get. The team is made up of very old, outdated corporate mindsets in leadership, who use a fear-based leadership style. Feels like you work in a cubicle lol. Their brands clearly reflect the lack of fresh, innovative thinking on this team - this is a stale and sterile environment, full of older people who are near retirement and not looking to move up in their career, so they are just concerned with their ego and maintaining their relevance.  0/10! don’t work here 

I've been here for awhile now but time to move on ASAP.   Just keeps going downhill. The "happy" here is about faking it and chamge promised is never actually gonna happen.  The good ones are all leaving with some of the best a mojor loss. Making money but only by maling us lower on the titem pole take on more while we watch those at the top do less and less. Extra long hours is the norm and going on vacation is just the sa.e as being at work with email text and teams messages still hitting you up and team members that were supposed to help cover so overworked too that they can't get to everything anyway so you come back to double time. Tired and hoping I can find something else to get out soon.

Top Job Titles	Average Salary
Collection agent 8 salaries reported	$19.50 per hour
Sales manager 32 salaries reported	$82,188 per year
Accounts payable specialist 4 salaries reported	$20.38 per hour
Accounts receivable clerk 2 salaries reported	$19.75 per hour
Account manager 35 salaries reported	$89,832 per year

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