O2Micro Reviews | Glassdoor

O2Micro Reviews

2 reviews

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1.0
Star Star Star Star Star
Recommend to a friend
Approve of CEO
O2Micro Chairman and CEO Sterling Du
Sterling Du
1 Rating

2 Employee Reviews

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  1. "The learning test program wording"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Senior Product and Test Engineer in Hsinchu (Taiwan)
    Current Employee - Senior Product and Test Engineer in Hsinchu (Taiwan)
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I have been working at O2Micro full-time (More than a year)

    Pros

    People is very polite and share experiences

    Cons

    Some things are too regularization


  2. Helpful (3)

    "Incompetent management and burnt-out design engineers"

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Design Engineer
    Current Employee - Design Engineer
    Doesn't Recommend
    Disapproves of CEO

    Pros

    Dr. Lynn is the diamond in the goats bottom here and may be the sole competent member of management at this place. Why on earth he stays, I'll never know.

    Cons

    The staff is treated second class to the management.

    The company expects employees to be in the office 50 to 60 hours a week.

    The design quality, controls, and processes are awful, and unfortunately the culture of incompetence has a firm grip. The grip is strongest among the idiot friends, in-laws, and family members on the executives that have been hired into this place.

    Advice to Management

    1) Establish and enforce a company wide, an anti-nepotism policy that extends to contractors and suppliers
    2) Train your management to manage and don't substitute a time clock for proper team leadership. An employee working for 40 hours is a magnitude better for the company that an employee that is just present for 60 hours.
    3) Establish and enforce a strict anti-fraternizing policy, esp among executives.


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