Telvent Reviews

Pros

Reasonable compensation and benefits.
Not too much micro-management.

Cons

Not quite mature business processes.
Lack of incentives and bonuses.
Shortage of training.

Advice to Senior Management

Communicate to employees. Deliver less fluff and more substance. Respect your employees and acknowledge and reward their achievements and value. Work to remove the perception that management is an exclusive club and are treated differently from those who actually do the work.

Pros

Telvent is a good company. Admitedly their product is ageing but, the people in the trenches are working hard to keep it relevant. People are this company's greatest asset. People who are loyal regardles of the situation, who talk up the company, who work long hours knowing they will receive little or no recognition; this is what makes this company worth it.

Cons

Years of bad management have left a seriously bad taste in the mouths of a lot of key employees. The company's reputation is suffering due to poor decisions and a complete lack of leadership. Foreign ownership and non-communicative, narrow minded management have led to a feeling of being disconnected and serious morale problems in all the offices.

Advice to Senior Management

Find a leader, not a bureaucrat to really lead this company.

Pros

People oriented ; friendly colleagues

Cons

No strong process in certain areas.

Advice to Senior Management

n/a

Pros

- Good health benefits
- Relaxed culture
- Very interesting technology with which to work
- That is about it.

Cons

- Poor Compensation compared to similar companies
- Professional development and growth is seriously lacking
- Terrible support systems
- Employee Retention Issues

Advice to Senior Management

Management really needs to get a grip on the fact that they are a global company and start thinking about the professional development and growth of their current staff and upgrading their support systems. Not everything can be done with newbies and freeware...

Pros

good people, good work, stable

Cons

is not employee oriented. Company needs to recognize employees as being the most important asset.

Advice to Senior Management

Take care of your people. The bottom line will take of itself if you do this.

Pros

Lots of learning, appreciation, still have time to the family

Cons

better benefit package for employees

Advice to Senior Management

promote people within the company

Pros

Good work environment and innovative technologies

Cons

Company isn't investing in people, and growing the respective deployment teams as well as it should be.

Pros

There's a lot to be learned here. If some of the obstacles were better handled by management, it really would be inspiring to work here. The work that we do, and the product we have, is very inspiring and intriguing to consider where it could go next.

Cons

The culture here is of fear and despair. And with these feelings of mistrust and hopelessness pervading the morale, it's really hard to have any faith that initiatives being announced by the company will make any difference. When the last 10+ years worth of behaviors are being driven by meeting financial targets and protecting bonuses, it's hard to believe that there is any actual value being placed on emotional intelligence and the human quotient. When executive and middle management rarely show up to functions it’s hard to believe they care. They are even resistant to feedback about the current morale problem. They don't believe there is one.

There is a dichotomy between what middle and executive management thinks of Telvent at its best; and what the employees and customers think of Telvent at its best. The employees and the customers both want a product and a company they have confidence in, and feel pride in. People here have ideas. People being the front line. But they’re not listened to. They’re shot down by middle management who are years out of date with current technology. All employees are overworked, and with leading statements such as “do whatever it takes, just get it done” – where is the motivation to contribute? At the end of a 60 hour work week, “doing whatever it takes” with bad tools and limited knowledge, how do you believe anymore that you’ve got a chance to make a difference.

Advice to Senior Management

Listen. Get out from behind your desks and ask people what they are thinking and feeling. When presented with suggestions for improvement, don't shoot it down before it's even left someone's mouth. Acknowledge that you might have the wool pulled over your eyes by your middle management. Consider what's RIGHT more than how it affects your budget. (I'm not naive enough to think it wouldn't be considered, but does it ALWAYS have to be about budget?)

You are 3+ years too late to acknowledge that this is a knowledge-based business. Therefore people-centric. Promote training. Of all kinds. Hire more people to get critical projects done. Teach them how to use the tools and infrastructure that exist. Teach them how to be leaders and effective managers. There is a dearth of emotional IQ here.

Pros

This is an innovative company. They develop and deliver a superior product and, when given the chance, are creative and daring. This is a company where you can thrive regardless of your level of knowledge or skill. Very focused on the bottom line cost management is kept as a high priority. Middle management is given free reign over their respective departments.

Cons

A sense of disconnection, lack of trust and respect are pervasive. There is little or no communication between departments or from managers. Overly convoluted processes and bureaucracy lead to frustration. Change for the sake of change seems to be the norm with little or no regard for the company as a whole.
There is no real performance evaluation process and raises/promotions seem subjective. The company spends an innordinate amount of time and effort training people on internal processes they will never use and no time or money on leadership or technical upgrading.

Advice to Senior Management

Technically gifted, creative people are continually lost because of the blinders placed on management. From the Spanish parent company on down, antiquated management styles are lauded and promoted. Upper managers must take responsibility for the extremely poor performance of their immediate reports.
There is no unity or sense of purpose within the rank and file which is due to highly technical people given management responsibility over people.

Pros

There is some flexibility in the hours you work.

Cons

Being expected to work extra time and not get compensated for it. Communication is non-existant between management and employees. Salaries and rasies are poor.

Advice to Senior Management

Focus on your employees instead of profit and share holders.