LexisNexis Employee Review
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Aug 17, 2009
2009-08-17 12:55 PDT
Details
LexisNexis – “Employees own responsibility for the health and future of our company too....we are "them."”
2 of 22 people found this helpfulPros
Highly professional and dedicated people; very focused on customers; talented and strategic thinking leaders in many parts of the organization. Outsourcing is a fact of life and it isn't new for us but we must, like other companies, make economical and business decisions that position us for the future. Our customers and markets change and we are aggressive at integrating their needs into our product solutions. Growth is positive even through change can be frustrating but to remain stagnant is to die -- we will continue as a strong company. I appreciate that our company focuses on helping the community by providing 2 paid days off a year to do volunteer work. I think it is great that our company provides free services to support law enforcement in helping find missing children -- how can one not be proud of a company that works to eliminate human trafficking.
Cons
I've read a lot of the reviews and think that many of the cons listed are from people who do not want to take accountability nor responsibility for things they are blaming senior executives for.....our executives didn't create this recession but they are aggressively making tough decision to get us through this. Our executives do not force any of us to work 24/7 -- we do that to ourselves and it is also our responsibility to create our own balance in our lives -- not the company. I see a lot of complaints and negativity out here on this site but how one thinks and how one behaves is a decision. When I first worked here as an hourly employee I knew I could make a difference -- and I still can. To work at a company where I know I can provide my input and be heard, where I can provide suggestions and be encouraged to try new things -- I feel blessed because I have worked at places where offering a suggestion would get you fired. I think everyone who complains about "valuying employees" needs to read the definition of that RE value and they need to thank those executives who lose sleep knowing they are having to impact lives of anyone they have to ask to leave just so they can keep the company strong, agressive and on track. I love working here, and to me if I didn't and I complained like so many -- they guess what -- make the decision to do something else. Each employee can make an impact, each of us are part of the "they" I see mentioned everywhere.....we all should act like we're in business for ourselves, take the responsibility to do the best we can and if we don't like something speak out, lead or get out of the way.
Advice to Senior Management
People Managers need to constantly remind employees (and themselves) that we all are part of the solution, we're all responsiblity for the success of the company and our own contribution to the company. As a people manager I can not force someone to develop their skills or to get better - I can coach and provide assistance and mentoring but employees own some of this responsibility themselves. I am constantly coaching my directs to identify where a group or area is weak then if you want to grow get to be the best where others are weak -- and as for job stability no one can guarantee that to anyone anymore. But managers can help their employees continue to grow and to add skills so if they do have to leave here (me included) my skill set is strong and I can use all t he free training provided. And one thing managers can do to make LN stronger is take action quickly on poor performers so negative performers do not bring the team down with them. Take action to coach a poor performer to improve and don't assume they won't -- if they care and if they want to work here they can and will turn around their performance and that makes the team stronger. And for employees who do nothing but complain -- you as a manager need to take action about that too. It's tough economically right now but respect for anyone begins with that person and anyone on my team that is preaching negative things -- I correct that as soon as possible because it creates an attitude a failure and a very negative work environment. People management is highly time consuming but is the most important thing we do and in doing so people very quickly see how much you, as the manager, values them as individuals and professionals.
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Comments (18)
Look, we know times are changing and the company has to change with them, but you don't need to throw the baby out with the bath water. Don't think the negative people don't care. I cared enough to write to responses to your remarks on my home computer on a vacation day.
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I am appalled that a "Senior Director" would come in here and blame poor moral and the culture that has materialized at LexisNexis. They have gotten rid of the better health care plans and forced us all into expensive high deductible plans (paying not to have insurance, yay!), frozen wages after given themselves fat bonuses, having significant layoffs while we're making significant profit, and expecting us to believe that it is recession related (it isn't, it's greed related), in some cases stripping engineering and development staff so harshly that we no longer have enough people to do the work required, then threatening us all in corporate wide emails, telling us that if we don't shut up and accept the changes that are coming without complaint, we'll be pushed out the door. In fact, I know of at least two people who were canned when they openly complained about outsourcing initiatives.
The worst part is, we're trapped, and they know it. There are no jobs right now, so they can afford to disregard staff and treat employees like commodity resources. Recessions don't last forever, though, and I hate to see what your bonus is going to look like when the economy is strong and your talent leaves.
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For a senior director, the most important customer is his/her employees. And that is where the biggest failure occurs in LexisNexis. I am very, very fortunate to work for a director who respects his people, makes them feel valued and cares about them. In return, he's getting some of the highest returns in productivity in his area. Other employees are not given the same - and those areas are where productivity suffers.
Yes, the economy went sour. Employees know this and understand measures need to be taken to offset losses. Monetary rewards are very important - but the majority of employees I've spoken with want, even more than money, respect and recognition; to know they are valued by the company.
Senior Director, I'd like to hear justification for this scenario - a sadly true one.
In an office that just had yet another round of layoffs, a new senior director comes in, and orders equipment that is not supported by RETS (i-Phone, Mac Pro) for himself. They do nothing to enhance his productivity - and cost more since there are no support mechanisms in place for Macs nor are there enterprise servers for i-Phones are they are for Blackberrys.
Because he got the "cool toys," three of his directs got them too. An expenditure of over $15,000 on equipment that doesn't do any more than raise their status in their minds. I guess. I have no clue as to why they think they needed this equipment.
This person felt no compunction at getting what he wanted rather than considering how employees would feel and perceive - to do what is right for the team not what raises his status or gives him cool stuff to play with.
The perception now is this director is cold, unapproachable and, the biggest issue, doesn't care about his employees. He has lost the loyalty and willingness to do what it takes from everyone under him - VPs and below. Because he treats people as though they are inferior, beneath his notice, productivity has significantly dropped in the few short months since he arrived.
So, Mr. (or Mrs.) Senior Director; explain how this behavior inspires employees to do their best. If this were an isolated incident, then it could be explained. But the attitude is pervasive among many senior managers and that, indeed, trickles down. Apathy towards employees causes apathy from employees.
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I doubt excutives lose any sleep over employee's futures - I never heard one exec or anyone from HR senior management feel any worry over the salary freeze. (They even got annoyed when folks complaind about it - "Don't you realize how much money we saved?") I love working here - but please - stop blaming employees, execs just did that again on a conference call, blaming employees for the faliures of outsourcing. I always correct employees who try to make the senior mangement the "bad" guys, but guys like you....(shakes my head.)
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What the heck does this mean:
"I love working here, and to me if I didn't and I complained like so many -- they guess what -- make the decision to do something else."
"I am constantly coaching my directs to identify where a group or area is weak then if you want to grow get to be the best where others are weak -- and as for job stability no one can guarantee that to anyone anymore."
"It's tough economically right now but respect for anyone begins with that person"
"People management is highly time consuming but is the most important thing we do and in doing so people very quickly see how much you, as the manager, values them as individuals and professionals." --people management is the most important thing LexisNexis does? and to do it shows how much you value them? Your directs will only feel valued if you actually value them.
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Your pomposity defies belief, and the fact that everyone reading this is mocking you speaks voumes. Please go back to your six-figure salary and your general deluded sense of self importance. No one takes your "corporate=speak" seriously. Next, you'll be telling us our critical language about your little organization is all "doubleplusungood."
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by Clueless:
Yes, you make some valid points that we, the individual can make a difference, either through our online suggestion boxes or going to our directors. Yet, they tend to be ignored or fall into the black hole not because they are bad, but because there is no funding. Respect is a two way street. And from what those of us in the trenches have seen, it is lacking from those in senior management. You do not value what we do because we are old school, whether it is the older Dayton databases or the secondary law services such as martindale or the treatises. You show us no loyalty by chopping to the bone to give shareholders a little more profit instead of investing back into the company. Then there is the hypocrisy of working on a project that will make the company hundreds of thousands of dollars for which those of us who worked on it will receive nothing but the gratitude of our immediate supervisor while senior directors like you will get a higher bonus. And speaking of hypocrisy, you yourself say we should submit ideas for improvement while, at the same time, say supervisors should eliminate negative performers (who do you think the people who come up with ideas are, those who think all is well or those who see a negative issue and want to improve it?) We submit the tough questions at the office wide Andy meetings but they are seemingly never picked. We complain here because you are not listening when we complain in the office.