Diebold Nixdorf FAQ

Good management and great people

Lack of career advancement opportunities

lots of overtime if you want it.

terrible management, no opportunity for advancement, and they do not care about their employees.

too many stupid rules like were in grade school. too much micromanaging.

There are some really nice people who work there. Some departments have great leadership such as internal audit.

The only constant you can count on in this company is reorganizations. The company is constantly changing their CFO and CEO. Sales are in decline and the only solution is cost cutting. One CEO after another fails in growing revenue. There is zero stability for employees. The worst thing I have witnessed in this company was when accounting jobs were moved to Hyderabad, India. The company hired many accountants from stable companies indicating we were setting up an accounting service center in the USA when it was already known by upper management the service center was to be set up in Hyderabad, India as a cost cutting measure. This resulted in many people receiving layoffs notices in less than 6 months of their start date. They used these employees to centralize the accounting function and shift it to India. Severance packages were dependent upon the employee training their Indian replacement. I have never seen lower moral than the moral of the corporate accounting department of Diebold back in 2012. This company reminds me of Kodak back when the digital camera was invented. If the company does not reinvent itself it will just be shell of its former self. Even during great economic times the company needed to suspend their 401k plan match and froze wage increases. I would only recommend this company if you are looking for a temp job with zero stability.

Try to create a more stable working environment.

good people. Long history. Solid r&d.

poor management. Poor communication. High school clique mentality. Discriminatory promotion and hiring practices. Very low pay vs industry average.

try making people decisions on the capability of the person rather than their EEOC category.

Ample parking, good loyal workers who get the job done, great field service team.

CEO has no clue who he has leading the company - hint same people that are running the company down into the ground (upper / senior management level) Need a clean sweep to get rid of them. No loyalty to employees, no development and career path/plan, frequent cuts / layoffs, benefits diminish every year, employees are a number. Very top heavy - too many At VP/Sr. Director/Director level that make decisions but have no clue how the organization runs. Quality has taken a turn for worse after power struggle with German team (Wincor Nixdorf). No regular reviews with employees, no profit sharing - get your 2.5% raise each year (if lucky) and move on - no matter where you are in 10-80-10. My boss has NO idea what I do on a daily basis. Don’t tell employees to “Do what you have been doing”. Don’t make them to do a blue belt project just to check mark a item on your list.

Clean house at senior management level, bring engineering and quality back to US and Brazil - needs to be controlled / monitored here, worst performing products were owned/designed by Germany. Get back to basics - Quality is a Diebold tradition (was more accurately). Improve HR/Benefits - people care more about that, than a stupid Starbucks in the building. Show you care- have you even visited all the facilities and talked to the employees?