Vestas Wind Systems Reviews

Pros

compensation package is amazing; opportunities for growth and development are plentiful; never a boring day, constant change can be exciting

Cons

employees are often underappreciated; communication from management sucks (what you are told is often untrue or not the whole story); many employees are discouraged from thinking and following business process is often valued more than using common sense

Advice to Senior Management

value employees; decrease employee turnover; let employees think for themselves and use brains to complete tasks; listen to employees who are in the trenches; place value on common sense of business processes.

Pros

Great Benefits. Personal time whenever you need it. Few milestones in workload. Outsiders are jealous of the perception of working for Vestas.

Cons

As long as people get along with others, employment will be secure until a random restructure due to poor management and reactionary solution to poor financials. Environment does not reward stars, lowest common denominator drags down the curve. Acts as a large start up company. Unfortunately, the renewable bubble is gone and the management is not qualified to be competitive non-subsidized business model. Company truly takes care of employees with benefits. It is just not a way to advance your career or skill set for when the time comes to leave the company. Hard to replicate the reality distortion field.

Advice to Senior Management

Try to learn from blue chip companies and how to create a competitive long term business.

Pros

Top tier firms in industry

Cons

Global presentation but management team are most from Danmark

Advice to Senior Management

To be truly international and absorb more local talents to senior management team

Pros

Vestas is a fantastic company in that there benefits and training are some of the best I've ever seen. 4 weeks vacation right off the bat, and the opportunity to take all manner of training courses if you're interested.

Cons

Because Global Headquarters are in Denmark, some of the decision making is out of the hands of the U.S. based leadership team.

Advice to Senior Management

Make sure to listen to the entry level staff, because in the end they are the ones who will be running the company in 10+ years

Pros

Fair tratment for workers and recognition of hard work and excellent advancement opurtunity

Cons

Title inflation and beaurocrcy and minimum global outlook

Advice to Senior Management

Empowerment and hireknowledgeable interntinal global personnel.

Pros

great benifits, good pay,great time off.

Cons

no way to advance in less your friends with current management

Advice to Senior Management

look at the people you promote

Pros

It's a very exciting industry and Vestas is a leader in technology in the field. Good prospects for long-term employment.

Cons

Management focus is on cost-reduction, cost-reduction, cost-reduction to reach a goal of 15% EBITDA by 2015. This means very tight budgets and a drive to send as much work offshore as possible, which results in serious overloading of key personnel in the core organization.

Pros

Excellence Information Technology Department with Advanced Skills & Technology of SAP Implementation.

Cons

Poor in managing organization and conveying transparant communication across organisations.

Advice to Senior Management

Review strategic plan in relation to organisation management.

Pros

Nice Canteen. good co-workers. good product and interesting place to work.

Cons

Kaos, useless management and no governance or real accountability. poor ethical conduct and no real long term plans. one of the worst run companies I have seen in a long time.

Advice to Senior Management

think long term and look at the big picture. stop worrying about your golden parachutes and start thinking about how to make the company work as a unit not a bunch of toddlers fighting over the toys in the sandbox

Pros

Quality technology --a good product

Cons

Poorly run and contention across business units

Advice to Senior Management

Recognize hard working employees. Don't reward upper management of business units when they have high turnover: it's typically a sign of something dysfunctional going on from the top down.