AMS reviews

The lack of employee recognition programs is particularly noticeable during performance reviews. When you’re on a smaller account, it can feel like your efforts go unnoticed compared to larger accounts where recognition is more robust. This means that during performance evaluations, you might not receive the acknowledgment or feedback you deserve because the smaller scale of your account affects how your performance is assessed. This can make it feel like you’re not being fully recognized for your contributions, which can be frustrating and demotivating. The salary is also on the lower side, and the annual salary appraisal is so minimal that it hardly makes an impact even if you’re rated as "exceeding expectations." Another issue is the limited career progression within the account you’re handling. To move up, you often need to switch to a different account, which can mean adjusting to new processes and teams. While this can be a good opportunity to step out of your comfort zone, it can also be challenging.

Poor leadership that often manifested through a small, insular circle of decision-makers who frown upon and limit diverse perspectives and ideas, resulting in stagnation and resistance to change. When leaders rely solely on a close-knit group—such as the original crew that came over from the UK or those who managed to early on make it into the circle—they miss out on the valuable insights of a broader, more inclusive team. This narrow focus creates a culture of complacency, stifling innovation and adaptability. Leaders who resist change quickly become ineffective, failing to adjust strategies in response to evolving circumstances, which leaves the organization vulnerable to missed opportunities and heightened risks in a dynamic market.