Dell
3.3 of 5 3,430 reviews
www.dell.com Round Rock, TX 5000+ Employees

Dell Reviews

Updated Jul 5, 2014
All Employees Current Employees Only

3.3 3,429 reviews

                             

71% Approve of the CEO

Dell Chairman and CEO Michael S. Dell

Michael S. Dell

(2,120 ratings)

60% of employees recommend this company to a friend
587 Employee Reviews Back to all reviews
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    1 person found this helpful  

    Exhausted and Anxious working for Dell Services TPA

    Customer Service Representative (Current Employee)
    Lincoln, NE

    ProsGood health benefits, LOMA free training, free weight room for employees, good time off policies and 1 week per year you have worked vacation time (ex 1 week for 1 year of time). Has a beautiful campus. Has a good Employee Purchase Program. Have wonderful co workers who understand what each other is going through and will help you as much as humanly possible. The company does have an ethical code that it does stand up for. Volunteering does have its perks here also.

    ConsThere is no real training as it is sink or swim with the small amount of training you (hopefully) get. There is not enough people in most departments. Due to the privatizing of the company, all bonuses have been frozen indefinitely. Still making base pay after two years. Overtime swings from mandatory every night to none at all with no warning. Many people doing 3-4 peoples jobs with no incentives and no time to do their own (as there is no time between calls to note, do tasks, or breathe for that matter). Promotions are only if you are a favorite.

    Advice to Senior ManagementPlease have better work life balance and more training!! Many of us are exhausted and are working ourselves to the core for a management team that does not care for us.

    No, I would not recommend this company to a friend

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    Dell is an ok place to work if you are a part of the "boys" club if not look elsewhere.

    Anonymous Employee (Current Employee)

    ProsFlexible schedules
    Personal time off
    Vacation
    Holiday pay
    Benefits

    ConsMediocre management
    Cliques
    Pay
    Lack of advancement opportunities

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    Dell Abuses Contractors

    Anonymous Employee (Former Employee)
    Saint Cloud, MN

    Prosfair with there wage.

    Consmaybe it was the dell employees that i worked for. I felt as though i was carrying other people's workloads and the manager did absolutely nothing about it. They expected way to much work in a normal work day.
    they neglected to inform me or third party employer of the last day of my contract. they just canceled my security pass at the gate.

    Advice to Senior Managementyou may want to rethink the dell employees at a St. Cloud MN location, if you go thruough alot of contractors. from what i heard you have gone thru over 6 in 5 years

    No, I would not recommend this company to a friend

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    Financially beneficial, but extremely dehumanizing experience

    Dell Services Client Executive (Former Employee)

    ProsAt a quick glance, Dell's desire to move into the IT services space makes perfect sense. The acquisition of many top services brands (e.g. Perot Systems, Boomi, SecureWorks, Wyse Technology, and many more), also makes good sense. From a personal perspective, the pay and benefits are excellent. I also enjoyed being part of a global company.

    ConsI was with one of the acquired companies and have been in the IT services industry my entire career. As soon as we became part of Dell Services, I made it my mission in life to successfully transition to this larger, global company. It was a very exciting time an one that I embraced with enthusiasm. By all performance metrics, I was very successful. I also made more money with Dell than at any other time in my career. Unfortunately, it was a very stressful and dissatisfying experience overall.

    What became apparent very quickly is that Dell's approach to services is similar to it's approach to hardware. In hardware sales, once the paperwork is signed and the equipment is delivered, the work is essentially done. In services, once the paperwork is signed, the real work just begins (now it is time to deliver). The need to form 'trusted adviser' relationships with customers and to put the right measures in place to ensure exceptional customer service on a consistent basis is not understood by Dell senior leadership. While Dell appreciates the value of high NPS (customer satisfaction - Net Promoter Survey) scores, the focus is strictly on the scores and not the steps that need to be taken to ensure a high level of customer satisfaction. The primary focus of services is on sale of new business and cost reduction efforts.

    Dell literally performs workforce reductions every month. That's right every single month. Worse yet, leadership responsible for affected employees is not involved or even consulted as to who will be let go (this is done exclusively by HR). As you can imagine this often results in very inappropriate decisions that directly impact service levels, customer relationships, and (surviving) employees morale. It is important to point out that leaders often only find out an employee who reports to them is being let go as the same time as the affected employee. Another aspect of the cost-cutting focus is a huge push to send as many jobs overseas as possible, regardless of any diminished quality of service that may result. I've been in this industry for several decades and trust me, many roles can be done anywhere with little disruption to quality of service; however, there are also many that should not be moved offshore. Dell errors on the side of offshoring and the impact is often obvious to its customers.

    Finally, Dell seems to think that similar to a hardware assembly line, where an army of individuals will each perform a single task as part of an overall assembly, services functions should also be fragmented to an extreme degree. Unfortunately, the result of having relatively simply functions distributed across so many individuals located in so many geographic areas, is that when any issues occur (which happens frequently in any services business) it is very difficult to find the source of the problem and/or find anyone to be accountable for a resolution. It is very unlikely that any issue will be resolved before it impacts the customer. Issues that might have taken a couple hours or days to resolve in a more traditional organization often take weeks and even months to resolve with Dell's fragmented workforce approach. Try explaining to your customer why your company still hasn't resolved a minor issue after several weeks. The experience left me, and the majority of my peers, feeling helpless on a regular basis.

    I could go on and on and provide many specific examples, names, dates, and details, but hopefully you get the point. It is extremely stressful knowing that, regardless of job performance, you or one of your valued team members could be on HR's hit list in next month's workforce reduction. Dealing with the constant service delivery issues and extraordinarily slow resolution to those issues results in chronic frustration and stress, especially for those on the 'front lines', who constantly have to smooth things over with the customer.

    Advice to Senior ManagementI would suggest Dell leadership learn a little more about 'cause and effect'. Buying up great companies is not a bad thing; however, if you want to continue to grow at an accelerated pace, you need to focus much more on the basic 'blocking and tackling' of delivering unparalleled customer service and show some measure of loyalty to your employees (after all, in services, your employees are to a large degree the 'product' that you're selling).

    No, I would not recommend this company to a friend

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    A constant attempt to keep up with the steady rising quota demands.

    Inside Sales Representative II (Current Employee)
    Oklahoma City, OK

    ProsThe pay was decent, nice work environment and equipment.

    ConsThe sales team in my department had an unrealistic quota of $1.6 million per quarter (per person), and this continued to rise higher each quarter. The problem was, Dell computers and servers were not in demand, and the business model that most people knew was one of low cost consumer computers. I worked long hours to no avail, and was in the end miserable at the company.

    Advice to Senior ManagementI believe they may have made some adjustments with the company going private last year. Focus on services, and train the sales team on how to sale the new acquisitions.

    No, I would not recommend this company to a friend

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    Dell Enterprise Storage is a terrible organization to be in right now

    Software Engineer (Current Employee)
    Eden Prairie, MN

    ProsPay is competitive, Bonus payment record is good

    ConsI currently work for a terrible manager who undermines his team, fails to hold problem engineers accountable, and raises the stress level unnecessarily. Some Dell managers are better, but the culture encourages turf-battlers over good managers. It appears that priority 1 is repaying the LBO firm that took Dell private, at the expense of flogging as much has possible out of engineering with no new hires and no back-fill after RIFs. The saying around the office is "Cisco Products on a Wal Mart Budget."

    Advice to Senior ManagementEngineering / product development morale ls very low, and it does not appear to be an organizational priority to do even the easy stuff to address it. Responding to legitimate concerns with "do you want to be here?" is a good way to guarantee that legitimate concerns will no longer be brought to your attention.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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    Not Too Good or Bad

    Anonymous Employee (Former Employee)

    ProsIf you're far enough up the management or sales ladder, it's good. If not, then you should reconsider.

    ConsThe company never really completes any large changes other than outsourcing jobs to cheaper environments because of all the re-org's. They talk a good talk about various processes (ITIL, ISO, etc.) but generally just answer all the "why aren't we doing these things in the defined way" with fluff about 'being in transition to full adoption'. It's also remarkably difficult to advance from some areas (getting out of support to management is one of the worst), so make sure you get in the door in the job or job area you want and do not try the 'just get a foot in the door' approach.

    Advice to Senior ManagementEveryone understands the value of outsourcing, but nobody there seems to know value of retaining highly skilled sections. Try the ITIL best practice Follow the Sun method and have employees in each position in each region, don't dump entire sections here/Ireland/etc. to move the whole group to India or Malaysia or where-so-ever's cheapest this week. Grow some employee loyalty instead of demanding it without giving any.

    No, I would not recommend this company to a friend

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    Overworked, Lack of Leadership

    Director (Former Employee)
    Plano, TX

    ProsBenefits are still pretty rich. Excellent match on the 401K. Pretty good medical insurance. Decent bonus structure. Fair but not excellent pay.

    ConsThe Services (IT) division has no real leadership. Weak. Constant reorganizations. Constant fire drills for things that aren't critical at all. Many "leaders" are simply about positioning themselves for their next role. Meanwhile, everyone else is overworked. HR in Dell Services needs serious help. Always last minute. Not strategic. Doesn't have a clue about engaging the workforce.

    Advice to Senior ManagementThere is no work-life balance at Dell Services. There is no real leadership at the top. Nice man personally, but no vision. No strategy. No brand engagement. By the way, the marketing and communication is hilarious. You use tired clip art and smiling work people in your imagery. Some people who have been with Dell for a long time have drunk the Kool-Aid. They have no idea how much better it is on the outside. Stop bleeding your best people and become real leaders. Fire most of the HR staff and get some people-oriented HR leaders.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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    Dell Software Group

    Software (Current Employee)

    ProsWhat is left of the culture of acquired companies
    Decent benefits
    At lower levels, there are some really outstanding people

    Cons"Leadership" (especially at the top of DSG) is awful. John Swainson was not successful when he was the head of CA and he is now bringing all of his friends over.
    The CTO (another CA alum) is a total waste of money. His only contribution in the last two years is to increase bureaucracy and paperwork.
    No raises, no promotions, no incentive to grow, no loyalty from management

    Advice to Senior ManagementUpper management simply needs to be replaced. Hire someone who knows how to run and grow a software company. There are nearly as many people in the executive ranks as there are people who actually do work. If they want to cut costs and grow profits, they need to invest in those who produce, not those who document production. In all my years, the only more top heavy organization I have ever encountered was the federal government.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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    Dell doesn't know how to take care of their people.....

    Inside Sales Security Advisor (Former Employee)
    Atlanta, GA

    ProsCorporate company with household name. Good training program.

    ConsEverybody is a statistic. Lots of "NOISE." Call metrics/volume seem to have more importance than hitting your quota. Get ready for policy changes roughly every 30 days...

    Advice to Senior ManagementFigure out how to get SecureWorks back to how it was pre-Dell acquisition.

    No, I would not recommend this company to a friend

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