FilterRedwood City, CA
I have been working at Nintendo of America full-time (More than 3 years)
A high energy environment and fun-loving people. Management is open and encourages advancement opportunities. A great product that we all enjoy.
Top-down communication can be lacking at times, as well as interdepartmental communication. Vacation time can be restrictive during the holidays due to seasonal sales periods.
I have been working at Nintendo of America full-time
Fun products and good people to work with and good work life balance
No growth opportunity, can't figure out what to change to adapt to changing consumer, LOTS of process issues
Advice to Management
Need to up the morale and not just with rah-rah speeches
I worked at Nintendo of America full-time (More than 5 years)
Benefits & Some of the people there are great to be around all day
There seems to be different sets of rules for everyone. They say there is no work from home policy yet managers continue to work from home and not allow subordinates to do so when in a bind.
Upper management and HR can care less about issues employees have with their direct managers. They do nothing to help the employee and continue to reward those who are really the ones causing issues in departments. There is always a blind eye turned and subordinates continue to get stepped on.
No possibility for advancement at all. Even when submitting interested in a new position within the company already working in HR does not forward resumes to hiring managers. Good people continue to leave or be let go because of this. They are told there is no possibility to advance yet when the individual leaves the company their old position magically changes and moves up a level and includes more challenging work that those who previously asked for were not given.
Advice to Management
Take a look at the "small" people who makes the day to day work matter. If it weren't for those people, their managers wouldn't be who they are.
Consider promoting within and listen to those who are already employed by your company. Value them as they deserve it. Take into consideration all the issues with Senior Managers, Directors on up before blaming subordinates. Listen to their needs and issues first, things aren't always what they may seem.
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