Hewlett-Packard

  www.hp.com
  www.hp.com
There are newer employer reviews for Hewlett-Packard

1 person found this helpful  

Like a small cog in a giant machine

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Former Employee - Senior Director Engineering in Dublin, OH
Former Employee - Senior Director Engineering in Dublin, OH

I worked at Hewlett-Packard full-time (more than 3 years)

Pros

Job security given today corporate environment
Can float along without too much accountability for a long time

Cons

Someone has to die before you can expect to get promoted

Advice to ManagementAdvice

Split the company into manageable SBUs

Doesn't Recommend
Neutral Outlook
No opinion of CEO

9041 Other Employee Reviews for Hewlett-Packard (View Most Recent)

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  1. 1 person found this helpful  

    Work here if you cant find any other employer

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - IT PMO Manager in Roseville, CA
    Former Employee - IT PMO Manager in Roseville, CA

    I worked at Hewlett-Packard full-time (more than 10 years)

    Pros

    Steady Work if you don't get WFR'ed

    Cons

    Worked at home most of my 15 years with HP

    Advice to ManagementAdvice

    Treat your employees as partners not fodder.

    Doesn't Recommend
    Neutral Outlook
    Approves of CEO
  2.  

    Little opportunity, little acknowledgement, little support, little pay

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Hewlett-Packard full-time (more than 5 years)

    Pros

    Large company with brand name recognition. HP has several branches that have global reach.

    Cons

    There was a culture of churn-and-burn through the individual contributor level employee. When we brought up our need for more resources to be able to sustain our forecasted workload, after our team of 5 had each worked 45+ hours of overtime in a 2 week period, our manager "encouraged us to work more overtime" in order to keep up.

    Upper management had an immense sense of entitlement. My team was told from the department director "If you have any problems, please let me know. But don't call me directly, you can reach my secretary and she will route the issue appropriately." Mid-level management was either coached to ignore individual contributor suggestions for improvement, or they were kept as far out of the loop as their subordinates.

    Top performers were constantly passed over for promotions due to bureaucracy. The multiple organization trees segregated the individual contributor track from the management track which kept high performing knowledgeable people at the lower levels while shuffling around people managers with little incumbent knowledge of the department or operations at the top.

    Advice to ManagementAdvice

    Listen to your people. Watch for talent within your organizations. Acknowledge and reward your own people. Adopt a better pay structure.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
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