Avanade

www.avanade.com
There are newer employer reviews for Avanade

 

So far, so great!

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Anonymous Employee in San Jose, CA
Current Employee - Anonymous Employee in San Jose, CA

I have been working at Avanade full-time (less than a year)

Pros

LOTS of advancement opportunities. A great chance to grow.

Cons

So far I've got no complaints.

Recommends
Positive Outlook
No opinion of CEO

523 Other Employee Reviews for Avanade (View Most Recent)

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  1.  

    Growing pains, but still a great company.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Manager in Seattle, WA
    Current Employee - Manager in Seattle, WA

    I have been working at Avanade full-time (more than 10 years)

    Pros

    Avanade is continuing to grow creating new opportunities for employees. Great benefits.

    Cons

    You need to manage your own career growth and champion your advancement for yourself. We no longer have company wide meetings which has had a negative effect on morale.

    Advice to ManagementAdvice

    Provide more opportunities for employees to grow or move into new roles. You have great employees that with some training could move into roles you have difficulty filling. Also, I would suggest re-instituting flybacks. Employees feel really disconnected and are leaving.

    Recommends
    Positive Outlook
    Approves of CEO
  2. 6 people found this helpful  

    Churn and burn agency with lip service to work-life balance

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Senior Analyst in Seattle, WA
    Former Employee - Senior Analyst in Seattle, WA

    I worked at Avanade full-time (less than a year)

    Pros

    Training programs are great for new college grads with little experience. I participated in the Microsoft Dynamics AX "Bootcamp" which was a very rigorous training program that brought new hires with little to no experience in ERP software up to speed very quickly - but only if you put in the effort. After initial training program you can earn multiple Microsoft certifications that have value even if you leave the company, which most do sooner or later. Also, close ties to Microsoft are of great benefit when working on projects.

    Cons

    They follow a churn and burn model for their consultants, forcing them to travel extensively while paying salaries that are much lower than their competitors. They also charge clients a premium rate for the overtime their consultants work without passing any of the earnings on to the consultants. Consultants are encouraged to pretend they know more than they do for clients and learn on the job, which is difficult. Managers have very outdated ways of thinking, and believe that extensive processes and methodologies are all that is necessary to successful project delivery. They cling to an antiquated methodology that insists you can eliminate all uncertainty on projects and a "one-size" fits all development approach, at least within the ERP practice, which leads to disastrous results. Project managers who have no working knowledge of the product they are implementing are valued over consultants who do all the legwork for clients. Project managers are valued for handling clients well instead of leading effective teams. Overall, working hard is valued over working smart. HR representatives and career managers don't always look out for your best interests, and even when they do, they can't overrule senior management to help you. Your colleagues may be smart, dedicated, hard-working employees, but poor management leads to constant thrashing on projects. Overall, these methods are still profitable to the company, so burning through consultants is no problem because they focus a great deal on training and can always hire more college graduates who are eager to start their careers.

    Advice to ManagementAdvice

    Do more than pay lip-service to work/life balance. Increase your salaries to attract and retain top talent. Don't encourage your consultants to pretend they're something they aren't to clients, give them the management they need to be successful. Don't hire project managers who can't complete the required training. Value working smart over working hard.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
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