Dell - Overall good place to work | Glassdoor
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"Overall good place to work"

Star Star Star Star Star
  • Work/Life Balance
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Former Employee - Buyer/Planner in Round Rock, TX
Former Employee - Buyer/Planner in Round Rock, TX
Recommends
Approves of CEO

Pros

90+ % of fellow employees were positive to work with. Managers I had were usually qualified and accommodating and to work/life balance issues. Company has many good programs in place to make it more than just a job.

Cons

The company is in such a competitive industry, changing it's focus away from hardware is very difficult. In the conflict between Customer Experience and Cost, the focus on cost is sometimes over emphasized.

Other Employee Reviews for Dell

  1. "not for the talented and devoted sales executive"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Sales Executive in Round Rock, TX
    Former Employee - Sales Executive in Round Rock, TX
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I worked at Dell full-time (More than 3 years)

    Pros

    obtain experience
    not certain what else... average experience

    Cons

    few advancement opportunities
    highly political approach to advancement
    products are mediocre
    CEO has no vision

    Advice to Management

    reward performance


  2. Helpful (1)

    "What happened to Dell?"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Sales Manager in Round Rock, TX
    Current Employee - Sales Manager in Round Rock, TX
    Neutral Outlook
    Approves of CEO

    I have been working at Dell full-time (More than 5 years)

    Pros

    Robust Products & Services, Fortune 500 Company that is well run for the most part, Brand name known world-wide, great campus, gym, good food, on-site coffee kiosks, great people, world-class sales teams, competitive benefits.

    Incredible infrastructure and resources. Some of the best minds in the business work here. Looks incredible on a resume. The best 1st and 3rd job you can have.

    Cons

    Pay - Dell uses an "as compared to market" model to vet out all pay related decisions. Unfortunately within this model are companies included for comparison that don't belong. (IE: A Sales Rep for Lowe's or for Bet Buy is included in the market profile used to define the market pay for a Dell sales rep.) This dilutes the market value of an IT Sales rep allowing Dell to pay less. Further, the decision makers adopting this model genuinely do not think the average sales rep and sales manager has the intellectual capacity or tools to figure this out.

    Loss of Innovative Mindset & Strategy - Dell rose to where it is today by revolutionizing the industry, especially in the client space. In the last few years Dell has moved to a much more "defensive" execution strategy focusing on Earnings Per Share rather than being the relentless innovators which made them successful. This has not only allowed, but paved a road, for competitors to out innovate Dell. In the last 2 years, they have beefed up the Merger & Acquisition strategy which is helping to move them to a more innovative place through more competitive and comprehensive solutioning. However, being a relatively young M&A company, this will not cover their need to re-invigorate their intellectual innovation. Apple/Cisco is running away with customers. Lenovo is buying them. Dell has to decide who they will be; innovators or serial acquirers. If the later, they are doomed to furthering the same lackluster sales culture that wrings the life out of their people for the sake of a few extra pennies on their Earnings Per Share.

    Advice to Management

    Learn to align your ROI expectations around M&A to what you can actually deliver. You are a young M&A company. You need at minimum 2 years to begin seeing a return, or you need to ramp your M&A org to world-class execution if you are determined to show ROI within 12 months of acquisition. You can't have it both ways. You have to invest somewhere to enable your aggressive M&A strategy AND have ROI in a very short time frame.

    Get off your comfy chairs where you have sat for 8 years admiring the kingdom you've built and get back in the trenches with the talent that out innovated the industry and made you successful in the first place.

    Michael - your ELT is jumping ship to move on to other companies where they can be innovative. What's up with that? Either they are not listening to you and continue to make decisions myopically around EPS, or you are not really driving the desire to innovate like we hear in your presentations.

    Why are you making is so hard for your sales orgs to make money? Are you afraid to pay your sales makers? Quotas on the rise, in some cases advancing more than 300% of growth rates in the industry, spiffs/commissions becoming harder to earn, more loopholes and gotchas for actual payouts. This is not a good strategy for maintaining a world-class, highly motivated, customer centric sales force.

    Maybe give some thought as to why we are seeing an increase in the talent we are exporting to competitors and partners.

There are newer employer reviews for Dell
There are newer employer reviews for Dell

See Most Recent

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