Pros
• Olympia is a world-renowned venue with a history and a diverse range of high-profile events.
• Talented and hardworking colleagues across departments who are passionate about delivering successful events.
Cons
1. Eforce Management Issues
Eforce is an Olympia department that provides internet services for the venue and its events. Its management suffers from significant problems. These include micromanagement, a negative feedback style, unrealistic expectations, insufficient training and resources, and a reluctance to engage with the expertise of team members. My own experience, as well as feedback from colleagues and predecessors, highlights a pattern of mismanagement that has negatively impacted team morale, productivity, and staff retention.
Specific issues include:
• Contributions to key initiatives, such as strategic research, were often minimised or dismissed by management, despite their alignment with company goals.
• Work completed has been found to be presented to other departments and upper management as if it were the manager’s own contribution.
• Sales and marketing strategies requested by other departments and supported by client feedback were routinely rejected, even when they represented clear opportunities for growth.
• Predecessors reported similar negative experiences under the same management, including high rates of probation failures, which raises serious concerns about consistency and fairness.
2. Misalignment Between Role and Responsibilities
Although I was hired into a senior management position, I was given minimal managerial responsibilities and was frequently micromanaged. Despite being selected for my background, expertise, and proven track record of success, management shows little interest in utilising the skills or ideas of its team members. This not only limited my ability to make a meaningful impact but also demonstrated a lack of respect for the value I was hired to bring to the role.
3. Failure to Support Employee Development
Olympia does not foster an environment where employees are supported in their learning and professional development. Despite successfully managing top revenue-generating events, as well as implementing process improvements in workflows and guidance, minor early process mistakes with no significant impact caused by inadequate training and outdated systems were disproportionately used against me.
Additionally, managerial neglect, such as failing to address PDR objectives and canceling meetings without notice or explanation, hindered alignment and productivity. This approach leaves employees feeling unsupported and undervalued.
4. HR’s Lack of Advocacy and Accountability
Olympia has consistently failed to address systemic management issues, despite multiple appeals and complaints from current and former team members. They have been presented with extensive evidence and testimonials to demonstrate team contributions and their broader challenges. However, HR continues to side with upper management, without fully addressing the documented concerns, creating an environment where employees feel unheard and unprotected.
5. Unacceptable Staff Turnover
Over the years, 22 members of the Eforce team have either left or been let go—a staggering amount of turnover for one department. This reflects not only poor management but also a lack of oversight from Olympia and its HR, who continue to fail to investigate these recurring issues. High staff turnover compromises departmental continuity, disrupts team cohesion, and ultimately weakens Olympia’s ability to operate effectively.
6. Impact on Employee Wellbeing
The negative management style within the IT/Eforce department in particular has taken a toll on staff wellbeing. The lack of support, constant rejection of strategic ideas, and unrealistic expectations create a toxic environment that undermines morale and leads to disengagement. Retaining this management approach poses a risk to the mental health of employees and the department’s overall performance.
7. Strategic Neglect
Departmental leadership often resists efforts to drive meaningful change. This lack of alignment between leadership and company goals limits Olympia’s ability to maximise revenue potential and meet organisational objectives.
8. A Management Style That Hinders Growth
Having worked at other major venues and organisations in the events industry, I’ve seen first-hand how competitors manage their teams with a focus on empowering staff and prioritising meaningful, high-impact work. Olympia’s approach, by contrast, is overly focused on small, non-critical details, wasting time and resources on issues that do not contribute to broader goals. The micromanagement style employed at Eforce discourages innovation and does not align with best practices I’ve observed elsewhere.
Overall:
If you are thinking about working at Olympia, you will be better off working for one of their more forward-thinking competitors instead. Olympia has great potential, but the ongoing issues within management, unacceptably high staff turnover, and HR’s failure to address issues significantly undermine the experience for employees. Without meaningful changes, the organisation risks losing talented individuals and its reputation as a desirable employer.
