WESCO International

www.wesco.com
There are newer employer reviews for WESCO International

4 people found this helpful  

One of the worst companies to work for in Pittsburgh.

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Current Employee - Network Analyst in Pittsburgh, PA
Current Employee - Network Analyst in Pittsburgh, PA

I have been working at WESCO International

Pros

Because the IT department is so under-staffed, there is plenty of opportunity to learn new technologies. You also have a great deal of individual responsibility.

Cons

Under-staffed, low pay, zero recognition for a job well done, management does not understand the employee's job or responsibilties and just 'passes down orders', The workers literally work themselves to death at this company and have little opportunity to advance. Benefits are poor at best (expensive and no vision coverage). Vacation time is also severely lacking compared to other companies. There is no cash bonus plan unless you are in management, however, there is a discretionary (and small) bonus your 401K if the company does well - this really means nothing unless you are already vested (after 5 years). There are also no formal reviews or regular cost-of-living (let alone merit) increases.

Advice to ManagementAdvice

HIRE MORE PEOPLE! Recognize that your employees are working 50-60 hours per week and are actually a valuable asset to the company. Provide reviews and merit increases more often than once every 18-24 months.

Doesn't Recommend
Disapproves of CEO

83 Other Employee Reviews for WESCO International (View Most Recent)

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  1. 1 person found this helpful  

    WESCO International (WESCO Distribution) Comments and Concerns

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Purchasing Analyst in Dallas, TX
    Current Employee - Purchasing Analyst in Dallas, TX

    I have been working at WESCO International

    Pros

    The best aspect of working for this company are the coworkers (on the same level) across the company. Everyone, excluding management, attempts to be as helpful to other employees as they possibly can.
    Another benefit which has come in extremely useful is the tuition reimbursement program. This has helped me move toward my goals much faster than if I were left to pay for it myself.

    Cons

    Management, immediate and senior, does not have any idea what hoops employees must jump through to accomplish the tasks assigned. Also, employees do not hear anything from management EVER unless something has been done wrong. All feedback in other words is negative which is not very conducive toward an enjoyable working environment.
    The way WESCO distributes the cost of health insurance is terrible. The cost to an employee is approximately 3% of their pre-tax salary. This means an employee earning $50k per year pays around $62.50 per paycheck, while an employee who earns $25k per year only pays $31.25. This holds true even if the employee earning more NEVER uses that insurance. This amounts to subsidizing the cost of health insurance of employees earning less and "taxing" those who earn more.

    Also, it is simply not right to hire or promote an employee based simply upon their alma matter. Hiring and promotions should be based upon merit, work experience, and dedication, not the school they received their diploma from. Unfortunantly, this seems to happen more often than not in this company.

    While there is much more I could say here, I prefer to say it in the advice I would provide to senior management. Please read on.

    Advice to ManagementAdvice

    First, please get more involved. It is vital that every manager know exactly how their employee's accomplish the tasks assigned.

    Second, promote an environment of open communication. The electrical industry has been a haven for "old style management" who cling to the old ways of doing business. Help Wesco move into the new century and start leading by example. If Sr. Mgt. promotes an open environment it will only help the company become a preeminent distributor and employer. Also, it would help to provide the information each employee needs to do their jobs, such as contact information for all division/branches/employees/departments across the enterprise.

    Third, give your HR department more power to assist in the daily operations and management decisions. At this point, HR is a distant fairy land we've all heard of but still aren't sure or don't believe that it exists.

    Fourth, pay your employee's fairly. This includes creating a more stringent policy regarding employee reviews that provides management with an exact time frame in which to review their subordinates. My first review did not come until almost two years after my hire date and the second is scheduled to come well over a year after that. With a current policy stating "approximately every 12 months, coinciding generally with the anniversary of the employee's original date of hire" is not specific enough and is open to interpretation by management depending on if a particular manager likes an employee or not.
    Also, it would not hurt to change the review process a bit. Like a manager can review an employee, coworkers should be able to complete a review of that employee as well and likewise, an employee should be able to review his or her supervisor or manager. Feedback is necessary to ALL employees from every direction. That is the only way an employee can improve performance is to be made aware of the thing he or she is doing well and those which could use some improvement. That being said, every employee should have the opportunity to review their supervisor to make them aware of areas in which they are able to make improvements just as the supervisor is responsible to make their employees aware of areas where the employee may need improvement.

    Fifth, make information easier to locate. Have you ever tried looking for a copy of the document retention policy?

    Lastly, it is imperative that companies use information technology to leverage their position within their individual markets. Wesco MUST begin to take advantage of the technology available and move away from the antiquated technology currently being utilized. As a company focused on distribution of material goods, there are infinite possibilities to implement new technologies and software which would improve the operations enterprise wide. Trash the individual branch server and begin operations from a centralized data management system. This would allow users to obtain real time data and leverage the information to make more informed decisions regarding customers, inventory, and the JIT inventory management Wesco so desperately needs to utilize to remain competitive in the highly competitive market of electrical and utility product distribution.

    Doesn't Recommend
    Disapproves of CEO
  2.  

    Don't walk run away

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Unknown in Regina, SK (Canada)
    Former Employee - Unknown in Regina, SK (Canada)

    I worked at WESCO International full-time (more than 8 years)

    Pros

    the vast knowledge that certain employees have and the ability they have to diffuse a situation. The global contracts that bring business in that would not be there unless other people do the work. There is no local people to control anything

    Cons

    lack of management skills, having people running the place that do not have the ability to make things better only worse, by sitting behind closed doors.

    Advice to ManagementAdvice

    exit interviews there is a reason people are leaving but you do not want to hear the truth.

    Doesn't Recommend
    Negative Outlook
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