There are newer employer reviews for Pitney Bowes

Great company historically coming to grips with new reality

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Former Employee - Manager in Stamford, CT
Former Employee - Manager in Stamford, CT

I worked at Pitney Bowes

No opinion of CEO
No opinion of CEO

Pros

It used to be a fairly humane and employee-oriented company. That seems to be changing. Nonetheless, the company has an excellent franchise in the postage meter and it is seeking out other businesses in which there are at least some barriers to entry. It is trying to get out of the the low margin, commodity type businesses.

Cons

As a slow-growth company, there has been pressure on the stock price. Current management is having trouble increasing revenues substantially, so it has instead focused on cost cutting (read: head cutting). A person going to work there should make sure he or she has an excellent package with lots of downside protection - because there is the potential for downside in this environment.

Advice to Management

Resolve all the lay-offs as quickly as possible so that the people who remain will be highly motivated to fulfil the mission. Give people the incentive to do their best rather than holding out the "stick" of potential job loss.

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  1. Look before you leap

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Sales in Stamford, CT
    Former Employee - Sales in Stamford, CT

    I worked at Pitney Bowes

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

    Pros

    Until recently, working there was second only to working for the government in terms of being fire-proof (not including mfr. or IT). If you have few skills, you have a chance of being given the opportunity to learn. Each group has it's own culture. They will educate you, train you.

    Cons

    The culture in the division I was in (may not be a typical experience) was not very professional. Being moved up based on merit was practically non-existent. It was commonplace to grant manager and director level positions to people with no experience in the discipline. It was a highly politicized environment.

    Advice to Management

    Get rid of the dead wood. Stop protecting bad managers. Hire people qualified to do the job. Do some work to convince Wall Street you are more than a meter company.

  2. Under Valued Stock but Under Valued Employees

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Product Development Engineer in Shelton, CT
    Current Employee - Product Development Engineer in Shelton, CT

    I have been working at Pitney Bowes

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

    Pros

    Everything that is non-work: of course, the people, fitness center, health care university, flexibility, and large company type benefits and competitive compensation. Good cafe (27) with variety and nutrition. On site medical a plus with a great staff. Public Company with espp and T Rowe 401K.

    Cons

    not a progressive environment, no room for growth, limited resources for most projects. After many years of this, even the talented people (there are a lot) are burnt out. No daycare or paternity.
    True understanding of business and customer lost with a majority of offshore or contract resources.

    Advice to Management

    Rather than give generic 'power talks' that could apply to any company, use real examples of how we are improving customer relationships and sales. Hire more employees to get to know the customer and bring that information back to engineering who develops new products that customers will actually buy. The Advanced Concepts group needs to take their innovative intellect and bring a product to market rather than stay in extended-Post Doctorate land. Senior Management should most importantly be leaders. Leadership is not management but retaining the people that you do have thru creative motivation, mentoring, and rewarding. Also, training of project managers to think outside the box. Scheduling not only their project tasks but all the dependencies outside the project that impact a date. Goals that are properly scoped with dates that are achievable. Bring back CPR for commication more regular.

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