Konica Minolta Business Solutions U.S.A.

www.kmbs.konicaminolta.us

Konica Minolta Business Solutions U.S.A. Jobs & Careers in Salt Lake City, UT

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30+ days ago

Named Account Executive - Professional Services Specialist - B2B Outside Sales

Konica Minolta Business Solutions Salt Lake City, UT

Worldwide, Konica Minolta is one of the top information technology companies. Our proven experience is helping customers streamline workflow, improve… CareerBuilder


30+ days ago

Named Account Executive - Professional Services Specialist - Utah County

Konica Minolta Business Solutions Salt Lake City, UT

• Provide customers with the highest standard of customer service through follow up contact and consultation after the sale to protect and grow… CareerBuilder


Konica Minolta Business Solutions U.S.A. Reviews

225 Reviews
2.9
225 Reviews
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Konica Minolta Business Solutions U.S.A. Chairman & CEO Toshimitsu (Tom) Taiko
Toshimitsu (Tom) Taiko
18 Ratings
  •  

    Great Company, Big Transition, Disconnected From Employee Compensation Impact

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Sales in Dutch Fork, SC
    Current Employee - Sales in Dutch Fork, SC

    I have been working at Konica Minolta Business Solutions U.S.A.

    Pros

    Absolutely the finest manufactured products in quality and value; Excellent customer service and support; visionary leadership direction; very strong ethical standards with employees and clients.

    Cons

    Sales executives compensation does not match up with the strategic and tactical direction; company is pivoting from a hardware / reactive service model to a more balanced proactive professional services company; management is not effectively managing territorial assignments within CRM or adequately planned on how all this change in a short period of time would effect the income of their customer facing sales teams

    Advice to ManagementAdvice

    It seems there has been a shift in thinking that hiring from without is necessary to bringing new skills and gaining new relationships. The promised relationship gains are rarely realized; most relationships are not portable and people tend to exaggerate their ability to deliver. The anticipated skill set gain is offset by the 8 to 12 months it takes to get new folks up to speed and by the rate of new hire attrition over 2 years. The overall cost of this repeating cycle is tremendous in terms of upfront HR cost and the time burden on existing sales and administrative teams. An unintended consequence of this outside hiring trend can give the impression that a career path does not exist by staying with KM. If these long term employees leave to obtain a promotion or salary increase, they also take with them valued relationships and company operational intelligence. Consider building career path profiles within existing employee records and begin the practice of sending your existing employees to train for pending positions; openly commit to investing in "people" development. I believe this cultural shift back to KM's roots of hiring from within would inspire the entire company population. Dedication is not a one way street.

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    Neutral Outlook

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