International Game Technology

  www.igt.com
  www.igt.com
There are newer employer reviews for International Game Technology

6 people found this helpful  

At one time - a great company! They are spiraling down fast!

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Current Employee - Systems Trainer in Las Vegas, NV
Current Employee - Systems Trainer in Las Vegas, NV

I have been working at International Game Technology

Pros

. Great co workers and adequate benefits.

Cons

Worklife balance is terrible. THey expect workers to be away from their families weeks on end trying to install a product that is sub-standard. Upper management is blind to their sub standard product and lack of knowledgable employees to implement it.

Advice to ManagementAdvice

Get out of your office and go on some installs and go live! Hear your customers and employees needs. Review your middle managment - it is stale expecially in Systems Management

Doesn't Recommend
Disapproves of CEO

293 Other Employee Reviews for International Game Technology (View Most Recent)

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  1. 5 people found this helpful  

    More lay-offs are coming.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Anonymous Employee in Las Vegas, NV
    Former Employee - Anonymous Employee in Las Vegas, NV

    I worked at International Game Technology

    Pros

    Lots of wasteful spending to buy unnecessary equipment that people take home and use for their personal use.
    IGT has no repercussions for lack of accountability.

    Cons

    You will be laid-off once the CRDC (China Research and Development Center) is fully functional and up to speed.
    You will be reprimanded for thinking outside the box with suggestions for improvement and efficiency.
    You will be expected to NOT question authority.

    Advice to ManagementAdvice

    Stop sending our jobs over to China! Engineering has been the hardest hit department up until now. Once the IPAL Lab is fully functional and expanded and all of the PA Engineers in China have been fully trained the number of PA Engineers here in the US will be reduced extensively. Executive Management is planning even more of an expansion in CRDC over the next year or so, which will result in the reduction of labor in the US (LV & Reno).

    Also once the "big upgrade in Detroit" is complete the Installations and Upgrade teams will reduced by almost a third from Managers on down.

    Good Luck whoever is left and get out if you can!

    Doesn't Recommend
    Disapproves of CEO
  2. 3 people found this helpful  

    Incompetent supervisors & management

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Support Center Coordinator in Reno, NV
    Former Employee - Support Center Coordinator in Reno, NV

    I worked at International Game Technology

    Pros

    - On site cafeteria
    - Tuition reimbursement
    - Free slot play in the lobby & cafeteria
    - Many events and outdoor activities in the area

    Cons

    - Management (at least in my department) measures employee performance primarily on metrics, in a system where it is easy to artificially inflate your numbers and do very little actual work in the process.
    - Managers/Supervisors do not know how to retain quality employees.
    - Managers/Supervisors hire negative-thinking employees, who constantly complain about their lives and bring down the morale of their co-workers.
    - Supervisors do not know how to motivate their employees.
    - Management uses Gaming Regulations as an excuse to explain why the work environment is so awful, when that isn't really the case.
    - Management ignores employee suggestions on how to make the job more bearable.
    - Supervisors will tell you when you do something wrong (in a boring, drawn out, unnecessary one-on-one meeting), but do not take responsibility when they do something wrong.
    - If you clock in late, you will be charged vacation time - but if you clock in early, you do not get any extra pay.
    - Promotions are based not on competence, but whether or not the employee is very good friends with management.

    Advice to ManagementAdvice

    Decrease the supervisor & management layers of the Support Center. Make the work environment more conducive to productivity. Do not use metrics as the primary factor in determining an employee's performance. Address employee complaints instead of ignoring them.

    Doesn't Recommend
    Disapproves of CEO
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