WideOrbit Workplace FAQ

Pros

There are good people at the company who want to participate in making change for the better.

Cons

The company has severe problems related to legacy employees and their HR Department that prevent the company from growing or moving forward in the arena of public companies (they have tried this but failed to do so). 1. Inability to adapt to a public company mindset - employees who have been with the company for several years are very resistant to change. These groups do not embrace Sox rules, Technical Accounting under US GAAP, etc. The lack of cooperation comes from lack of understanding. For example, being in a meeting discussing US GAAP rules have having several blurt out during the meeting 'no, absolutely not'. ii. Inability to scale existing processes to growth, change in environment, new systems, etc - the skill set of the applications support group spreads the company's ability to respond to support requests, trouble shooting a stop gap in the process very thin. This is not scalable given how flexible accounting needs to be to customers. iii. Current employee skillset in accounting is very limited and often primitive in terms of running a functional organization. Anything regulatory related, new ERP systems or supporting processes are not accepted in the HR, Accounting or Operations Groups. This is very much linked to issue ii above, however, these same groups cannot break out of the following habitual mindsets: a. "We've never done it that way before...." b. "No........" c. "We've always had activity in this account so something has to go there....." d. "Out contracts guarantee X", upon review it is clear that the either these people haven't read the contracts or lack the ability to understand basic English language structure. These are not complicated, they do require someone read them first before taking action that results in billing/accounting activity that is not valid. e. .....there is more but I don't have four hours to walk you through all of them iv. Most importantly, you are NOT rewarded for your work. A significant project with tangible results will either be marginalized or your employment is terminated before any remuneration is given. This is unprofessional, a cheap trick, below the belt and barbaric toward someone who has devoted blood sweat and time away from family to produce a quality work product.

Advice to Management

Look to changing components of the organization that embrace the arena you wish to play in, if that is a public company with responsibility to it's employees and modern processes that support an efficient organization with pride then act that way. If the desire is to remain private with myopic processes and employees that want to continue doing the same thing they always done then be resigned to getting the same results you've always gotten. Despite your efforts at private equity investors, the fact is the company is in a highly vulnerable position and without changes it will continue to remain vulnerable.

Pros

Market leading software. Management is always available and you are encouraged to speak your mind. Salary and benefits are good. Good working environment, everyone is friendly and have not encountered toxic people. Smart people leading engineering.

Cons

A bit late to the digital party. Digital products are not at the same level as their traditional media products.

Advice to Management

Do not get discouraged and continue to push forward with digital products and seller/buyer tools. Focus on the bottom line and don't get too tangled with politics.

Pros

A multiplying effect of happiness. Positive employees, believers of true team work. Positive work environment. Excellent communication on teaching inclusion, ethics, and respect. Would recommend to friends as a great place to work.

Cons

Can be difficult to move up within the company. Depending on department pay can be on the lower side. The time to get responses can be long.

Advice to Management

Make all departments feel equal. Understanding that cost of living has increased over the years and the employees who have been with the company for over 5+ producing good quality of work should be rewarded when they ask for advancement.

Pros

There are good people at the company who want to participate in making change for the better.

Cons

The company has severe problems related to legacy employees and their HR Department that prevent the company from growing or moving forward in the arena of public companies (they have tried this but failed to do so). 1. Inability to adapt to a public company mindset - employees who have been with the company for several years are very resistant to change. These groups do not embrace Sox rules, Technical Accounting under US GAAP, etc. The lack of cooperation comes from lack of understanding. For example, being in a meeting discussing US GAAP rules have having several blurt out during the meeting 'no, absolutely not'. ii. Inability to scale existing processes to growth, change in environment, new systems, etc - the skill set of the applications support group spreads the company's ability to respond to support requests, trouble shooting a stop gap in the process very thin. This is not scalable given how flexible accounting needs to be to customers. iii. Current employee skillset in accounting is very limited and often primitive in terms of running a functional organization. Anything regulatory related, new ERP systems or supporting processes are not accepted in the HR, Accounting or Operations Groups. This is very much linked to issue ii above, however, these same groups cannot break out of the following habitual mindsets: a. "We've never done it that way before...." b. "No........" c. "We've always had activity in this account so something has to go there....." d. "Out contracts guarantee X", upon review it is clear that the either these people haven't read the contracts or lack the ability to understand basic English language structure. These are not complicated, they do require someone read them first before taking action that results in billing/accounting activity that is not valid. e. .....there is more but I don't have four hours to walk you through all of them iv. Most importantly, you are NOT rewarded for your work. A significant project with tangible results will either be marginalized or your employment is terminated before any remuneration is given. This is unprofessional, a cheap trick, below the belt and barbaric toward someone who has devoted blood sweat and time away from family to produce a quality work product.

Advice to Management

Look to changing components of the organization that embrace the arena you wish to play in, if that is a public company with responsibility to it's employees and modern processes that support an efficient organization with pride then act that way. If the desire is to remain private with myopic processes and employees that want to continue doing the same thing they always done then be resigned to getting the same results you've always gotten. Despite your efforts at private equity investors, the fact is the company is in a highly vulnerable position and without changes it will continue to remain vulnerable.