Xerox

www.xerox.com
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5 people found this helpful  

Testimonial of working for a small company (AMICI) that was bought by Xerox that merged with ACS

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Software Developer in Albany, NY
Current Employee - Software Developer in Albany, NY

I have been working at Xerox full-time (more than 5 years)

Pros

Tons of flexibility, good level of ownership, unique challenges, a fading "small company owned by a big company" feel, 24/7 business so work hours are very flexible, intelligent and resourceful development staff. Friendly environment. Decent benefits through corporate Xerox with easy-to-use (mostly) online tools for benefits management. Can work remotely.

Cons

Too much "hackery", development compromises to minimize delivery time outweigh good product design, very difficult to move anywhere once you're established, mostly business-oriented upper management that do not consider technical implications, very stagnant job growth, relatively non-competitive for wages and benefits, recent merger with ACS has caused several internal changes and commensurate compensation policies. Very little recognition for tasks of scaling difficulty, 24/7 on-call support mandatory generally at the whim of delivery requirements. Constant shift in priorities and fluid requirements makes it difficult to finish projects. Large disjunction between development teams, lots of segregation and redundancy. Lots of workspace shifting. No clear direction, non-uniform development standards and tools for various technologies. Outdated / non-development workstations. One raise in 6 years with decline in benefits and bonus potential. Thin-stretched team sizes with a low in-flux of new developers. Constant feeling of "work-debt" as a result to understaffed teams and constant shifting in priorities, leaving for too much unfinished work and shifting of gears. Morale seems a bit low lately, and they've been having issues with retention (see above). Lack of authority at times, some departments do not lend well to providing information unless you follow loosely-defined protocols. Too much he said, she said, and too many conflicts for what people want with often murky direction from management. Very high accountability/responsibility requirements and expectations, punitive culture for "failures" to meet them. Primitive or sub-par implementations of formal development pipelines with lots of variation by department. Extensive responsibilities without fair compensation. Technology usage is scattered and not always compatible between departments.

Advice to ManagementAdvice

Technical leadership would be a start. Standardizing and formalizing the development and review process would be a good idea. Standardize and modernize development platforms and tools. Standardize technologies. HIRE MORE DEVELOPERS and TRAIN THEM; there seems to be an issue with retention in your current culture, and you're going to end up with a lot of orphaned product to sustain and maintain, which will become an exceedingly difficult task if you lose all of your talent. Pay the going rate, be competitive and progressive, offer opportunities for growth, recognize employee efforts, provide more opportunity for morale-boosting such as work events and on-site snacks/drinks (if you work a late shift, getting food isn't always easy, and sometimes you're too busy to grab food let alone a snack). Provide more transparency to direction, report on the results for all of the surveys you have us take, make the various 'training' tests less invasive and cumbersome to take and without interrupting a very heavy workload (IT policy and non-discretion really doesn't change that much...it's a very painstaking 2 hours). MAKE YOUR EMPLOYEES FEEL APPRECIATED! And just because something raises an exception, doesn't mean that every single time it's an oh-my-god-get-a-dev-on-this-asap moment...I'm talking about those 3AM SPOC calls that get escalated very easily. Have some more regard for work-life balance. It'd also help if you actually listened to the devs from time to time.

Doesn't Recommend
Negative Outlook
Disapproves of CEO

2149 Other Employee Reviews for Xerox (View Most Recent)

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  1. 4 people found this helpful  

    Xerox Technology? What Xerox technology. Xerox Services? Be prepared to be an expendable resource.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Analyst in Rochester, NY
    Current Employee - Analyst in Rochester, NY

    I have been working at Xerox full-time (more than 10 years)

    Pros

    The amazing people who are being used and thrown aside every day.

    Cons

    Ursula Burns and a focus to enrich herself, offshore everything, contribute to the demise of the working class. Xerox Services model as relates to human capital. Utter lack of communication or care about the people that do the work. Worst benefits. No pay raises for the past number of years. No investment in the technology required to even lure customers. Everyone working on the oldest software, oldest computers... even finding pens and paper is difficult.

    Advice to ManagementAdvice

    I still cannot figure out why the board hasn't fired Ursula yet. Stock has been down the tubes for years. I've worked for Xerox for over 15 years, and honestly there was that one time when stock hit 12, but its been in the tank since.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  2.  

    Times have changed at Xerox

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at Xerox full-time (more than 10 years)

    Pros

    Name recognition, lots of great people to work with at the lower levels, most still want to return Xerox to it's former position as the leader in the industry.

    Cons

    Commission structure and budgets has limited income potential. Lots and lots of layoffs in the last few years and plans to continue while reorganizing the company to a service organization. Severe micromanagement and required reporting has left little time to conduct business...............catch 22 environment. When I started 20+ years ago, there were 13 Sales Reps and 4 Specialists in the territory that 2 of us cover now.....................how are you to keep customers happy and gain new ones in that environment. Putting up a good front but very few happy people among those who remember the glory days of Xerox. No confidence in direction of current leadership.

    Advice to ManagementAdvice

    Just hope you know what you are doing because all intellectual capital is being let go or forced out for younger, cheaper workforce. Stated direction of Services Oriented Company leaves most in Technology Sales worried and upset and the joy of working for an International Leader is gone. Hope Ms. Burns knows what she's doing, a few believe she is saving the company, based on approval level, most believe she is digging a big hole.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
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