There are newer employer reviews for Dell

Helpful (1)

Love it One Day and Hate it the Next

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - SaaS/Cloud L&D Consultant in Round Rock, TX
Current Employee - SaaS/Cloud L&D Consultant in Round Rock, TX

I have been working at Dell full-time (more than 3 years)

Doesn't Recommend
Neutral Outlook
Approves of CEO
Doesn't Recommend
Neutral Outlook
Approves of CEO

Pros

Work flexibility and work/life balance; very supportive of remotely working
Constantly learning
Exciting emerging technologies
Promotion of Community Involvement both in time and financial resources
Extremely challenging; I've never been bored a minute

Cons

Leadership is overall weak. There are some good managers and executives but are exceptions, not the rule
Lots of reorganization and layoffs; the decisions are made by people who have no idea how staff executes and knowledge of talent capability.
There is great need of improvement on how leadership manage parts of the business that aree under-performing.
Cost containment has created cumbersome bureaucratic processes that doesn't really save in the long run. Costs are shifted instead of reduced due to poor processes.
Highly political

Advice to Management

All managers need to read The Advantage by Patrick Lencioni. Dell is overall smart but unhealthy. You will have to work very hard to improve health in the company.

Meritocracy is outdated. If you want to be innovative, start with how you motivate and develop a high-performing workforce.

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  1. Helpful (1)

    What happened to Dell?

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Sales Manager in Round Rock, TX
    Current Employee - Sales Manager in Round Rock, TX

    I have been working at Dell full-time (more than 5 years)

    Neutral Outlook
    Approves of CEO
    Neutral Outlook
    Approves of CEO

    Pros

    Robust Products & Services, Fortune 500 Company that is well run for the most part, Brand name known world-wide, great campus, gym, good food, on-site coffee kiosks, great people, world-class sales teams, competitive benefits.

    Incredible infrastructure and resources. Some of the best minds in the business work here. Looks incredible on a resume. The best 1st and 3rd job you can have.

    Cons

    Pay - Dell uses an "as compared to market" model to vet out all pay related decisions. Unfortunately within this model are companies included for comparison that don't belong. (IE: A Sales Rep for Lowe's or for Bet Buy is included in the market profile used to define the market pay for a Dell sales rep.) This dilutes the market value of an IT Sales rep allowing Dell to pay less. Further, the decision makers adopting this model genuinely do not think the average sales rep and sales manager has the intellectual capacity or tools to figure this out.

    Loss of Innovative Mindset & Strategy - Dell rose to where it is today by revolutionizing the industry, especially in the client space. In the last few years Dell has moved to a much more "defensive" execution strategy focusing on Earnings Per Share rather than being the relentless innovators which made them successful. This has not only allowed, but paved a road, for competitors to out innovate Dell. In the last 2 years, they have beefed up the Merger & Acquisition strategy which is helping to move them to a more innovative place through more competitive and comprehensive solutioning. However, being a relatively young M&A company, this will not cover their need to re-invigorate their intellectual innovation. Apple/Cisco is running away with customers. Lenovo is buying them. Dell has to decide who they will be; innovators or serial acquirers. If the later, they are doomed to furthering the same lackluster sales culture that wrings the life out of their people for the sake of a few extra pennies on their Earnings Per Share.

    Advice to Management

    Learn to align your ROI expectations around M&A to what you can actually deliver. You are a young M&A company. You need at minimum 2 years to begin seeing a return, or you need to ramp your M&A org to world-class execution if you are determined to show ROI within 12 months of acquisition. You can't have it both ways. You have to invest somewhere to enable your aggressive M&A strategy AND have ROI in a very short time frame.

    Get off your comfy chairs where you have sat for 8 years admiring the kingdom you've built and get back in the trenches with the talent that out innovated the industry and made you successful in the first place.

    Michael - your ELT is jumping ship to move on to other companies where they can be innovative. What's up with that? Either they are not listening to you and continue to make decisions myopically around EPS, or you are not really driving the desire to innovate like we hear in your presentations.

    Why are you making is so hard for your sales orgs to make money? Are you afraid to pay your sales makers? Quotas on the rise, in some cases advancing more than 300% of growth rates in the industry, spiffs/commissions becoming harder to earn, more loopholes and gotchas for actual payouts. This is not a good strategy for maintaining a world-class, highly motivated, customer centric sales force.

    Maybe give some thought as to why we are seeing an increase in the talent we are exporting to competitors and partners.

  2. Helpful (1)

    Decent play to work

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Account Manager in Round Rock, TX
    Former Employee - Account Manager in Round Rock, TX

    I worked at Dell full-time (more than a year)

    Recommends
    Positive Outlook
    No opinion of CEO
    Recommends
    Positive Outlook
    No opinion of CEO

    Pros

    Large company provides a great resume builder for those early in their career. Experience working with large companies can be very valuable. Good training and good resources for new hires provides a solid roadmap for what is expected.

    Cons

    Bureaucracy is overwhelming, and salaries are uncompetitive relative to others in the field. Management is often typical of middle management stereotypes, and advancement opportunities are limited and more dependent upon "right place, right time" than actual merit.

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