There are newer employer reviews for Garmin

Helpful (1)

OK

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Former Employee - Software Engineer in Salem, OR
Former Employee - Software Engineer in Salem, OR

I worked at Garmin

No opinion of CEO
No opinion of CEO

Pros

Salem Oregon is a nice place

Cons

Limited work space makes for uncomfortable work environment

Advice to Management

Growing pains

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  1. Helpful (2)

    OK Types

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Applications Developer in Olathe, KS
    Current Employee - Applications Developer in Olathe, KS

    I have been working at Garmin

    No opinion of CEO
    No opinion of CEO

    Pros

    may be you will have your job security.

    Cons

    no good appraisal. no bonuses, no salary hikes. no work from home.

    Advice to Management

    Make more innovations in the product rather than having so many products with more or less same features.

  2. Helpful (10)

    Real Management & HR Practices Are Not Equal to What You Hear

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Software Engineer in Olathe, KS
    Former Employee - Software Engineer in Olathe, KS

    I worked at Garmin

    Doesn't Recommend
    Disapproves of CEO
    Doesn't Recommend
    Disapproves of CEO

    Pros

    Give good benefits
    Used to have a good reputation

    Cons

    -- Talented and good employees are leaving because they are not managed/lead correctly. Yet, instead of acknowledging that, management constantly choose to blame those who leave.
    -- Conservative means not progressive, not open to new ideas/innovation, no employee development, training, low salary and increase, will not spend for anything even for things to support the success of projects/employees.
    -- Declining performance causes management to be more desperate and strict, yet normally management do not provide clear goals or vision. Therefore, project leads are often under many pressure and often punished for things that are not necessarily their mistakes.
    -- Many employees are unhappy, yet upper managements continue to keep their current style and process that continue to loose employees' trust and loyalty.
    -- Servant leadership is what was shared in many of the company's PR, but the real practices of HR and management do not project that at all.
    -- Organizational structure change constantly, and whenever this happens new management/leader of an area tends to promote people based on subjective reasons (instead of people's real contribution)

    Advice to Management

    -- You can NOT gain employees' loyalty, trust and motivation by threatening, punishing then making sure they kept their mouth shut.
    -- If an employee shared a complain, that is a sign that the employee is needing management support and encouragement, may also be a sign that something need to be improved. What normally happens is that the employee is scolded and threaten for pointing out the management's/company's faults.
    -- Upper management & HR need to take serious accountability and responsibility of the bad environment and the negative mood they've created, instead of blaming their employees.
    -- Admit failures and mistakes - learn to show humility instead of using force/fear to control employees

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