Sage North America
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Former Employee - Senior Support Analyst  in  Beaverton, OR
Former Employee - Senior Support Analyst in Beaverton, OR

I worked at Sage North America full-time for more than 5 years


Lots of knowlegeble people who are more than willing to help you answer any questions with regard to the softward. Also they start you off with 3 weeks of vacation per year. They have a great benfits package as well.


Not much room to advance as far as going into management. Being tethered to a phone all day sucks. Also getting bad reviews from customers who had a bad day or who were just not nice people was not cool.

Advice to ManagementAdvice

Find ways to schedule people so they are able to get more times away from the ball and chain phones and also find better ways to mitigate negative survey responses.

Doesn't Recommend
Neutral Outlook

Other Reviews for Sage North America

  1. 6 people found this helpful  

    How to sink a ship in five easy steps - Let Sage buy your company

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Software Tester  in  Irvine, CA
    Current Employee - Software Tester in Irvine, CA

    I have been working at Sage North America full-time for more than 10 years


    Work with some talented, caring people.
    Decent vacation / sick policies
    Paycheck doesn't bounce
    Decent location and office space in Irvine


    -Management keeps changing direction, telling employees "we have to work harder"; increase our market share, increase our brand awareness by changing the product names (the names of the products that were supporting the company) but they don't seem to have a clue how to implement it (or they simply want to force the euro products on the US and dump the ones that support the company)
    -Management says they have an 'open door - share ideas policy' but shut employees down or don't listen at all; common statements are "it's always been this way", "how many customers will ever do that"
    -Upper level executives seem to think very highly of themselves while the company is a sinking ship, but we've not seen the execs take the pay cuts (when you see the exec driving a new car when yours is falling apart), it makes you wonder.
    -New customers being sold products without being told product is "harvest" or "sunset" (would you buy something for thousands of dollars if you knew it was not going to get any decent enhancements in the future - I wouldn't!)
    -Upper level NA management hasn't spent any time figuring out what their staff in development, quality, or design do every day...they never ask "how's it going today" (even a smile or a "good morning" is rare); managers or executives rarely acknowledge staff and none know the names.
    -Lack of recognition or poor recognition at lower levels (workers).
    -Poor, ever changing, pay-for-performance in development and support (don't know about sales, but marketing seems to have more people than QA & development)
    -Failure to invest in bringing software technology and code up-to-current technologies/languages.
    -Failure to invest in employees who work their hearts off
    -Failure to fire/reprimand employees who spend work time on Facebook, playing games on their cell phones, etc.
    -Failure to fire excess management or ineffective management that don't produce results.
    -Failure to provide opportunities for advancement, growth opportunities, and salary increases to those who deserve it.
    -Too management heavy; too many managers that spend their entire day writing spreadsheets, overshadowing the people who do the work, having needless meeting)
    -Managers/executives haven't a clue what the people "below them" do.
    -Failure to spend a release just fixing the bugs.
    -Continual threats and fear of being in the next round of layoffs.
    -Outsourced jobs to people that don't know the software and need their hands held (exact direction or something is missed).
    -Wearing t-shirts to show you're dedicated - really? Wearing a t-shirt means you do your job with integrity, decency, and caring towards our customers.

    Advice to ManagementAdvice

    1) Do your job; define a strategy, compare it to successful companies (Microsoft, Intuit, Toyota maybe?) and adjust intelligently.
    2) Cut off the 'wear your "I'm In t-shirt"... wearing a t-shirt doesn't prove you care; it just proves you can brown-nose like everyone else.
    3) Share the pain ... walk the trenches with the people who care for your customers.
    4) Listen to all of the customers, not just those in BPAC (or whatever you call it now).
    5) Have a release where you fix bugs.
    6) Reward those employees who go beyond the call of duty; recognize those employees who go beyond the call of duty (the ones who volunteer, the ones who are highly thought of).
    7) Get rid of excess management and excess "paper pushers".
    8) Earn your pay or cut your pay till you do. If the company is failing, you should be sharing the blame, not just those who get laid off or those who are left to do more work.
    9) Listen to the employees who care and don't just blow it off
    10) Invest in technologies; invest in the products you have instead of pouring everything into one product that "should prove to be a market leader" when it currently isn't already.
    11) Stop wasting money pouring half-baked enhancements into overburdened, overtaxed products; pick one or two things and do them well.
    12) Sit down beside one of your support people, developers, quality/testers, automated testers, salespersons, instructors...pick one day where one of the execs and managers actually have to do the work that your people do so you have a clue what they do/face every day.
    13) Cut out the "lay offs weren't for financial reasons - they were for shifts in focus" when the news says "sage sales down, european sales weak, yada yada).
    14) Do a weekly rotation where executives and managers to read all the customer forums to see what the customers, partners, and employees are saying. Read the Product Feedback/Ideas pages once and a while - there are a lot of Quick Win ideas out there and no one seems to be listening.
    15) Invest in equipment that allows developers and testers to test the product / platforms quickly and efficiently
    16) Invest in quick automated testing devices so developers and testers can record and store (and later archive) test setup/instructions -- why manually test it and then have to have a tester write manual instructions to develop a test and then have someone else write the test, and then send it back to the QA to review it and/or revise it, when it could be run and recorded once and used over and over again unless it has to be modified...
    17) Put the MKS source code system back or get something similar (the free one we are using is inefficient and untrustworthy (not to mention bug-laden).
    18) Mid-level managers should spend less time sending e-mails to employees about "scrum best practices" and "scrum success stories" - you are unfortunately wasting our valuable testing and development time

    Doesn't Recommend
    Negative Outlook


    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - QA Test Engineer  in  Scottsdale, AZ
    Former Employee - QA Test Engineer in Scottsdale, AZ

    I worked at Sage North America full-time for more than 3 years


    Really good people which makes it fun and interesting. Good benifits as well.


    Some Micro management which isn't a bad thing but can be restrictive in a development house.

    Advice to ManagementAdvice

    Be Honest with the employees. If your employees look good they will make you look good. Plus Mangergers should get reviewed by they employees Sage needs 360 reviews.

    Neutral Outlook
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