Video Gaming Technologies Reviews | Glassdoor

Video Gaming Technologies Reviews

Updated February 20, 2017
18 reviews

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Jay Sevigny
1 Rating

18 Employee Reviews

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Pros
  • Free lunch, relaxed environment (in 30 reviews)

  • Overall a great company, good benefits, great fringe benefits (in 7 reviews)

Cons
  • Most (not all) of Product Management has terrible middle management (in 4 reviews)

  • The upper management staff was difficult to work with (in 4 reviews)

More Pros and Cons

  1. Helpful (1)

    "Going with offshore model"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Franklin, TN
    Current Employee - Anonymous Employee in Franklin, TN
    Doesn't Recommend
    Negative Outlook
    Approves of CEO

    I have been working at Video Gaming Technologies full-time (More than a year)

    Pros

    Great benefits, free lunches, and decent pay. It was a good place to work until they got bought by Aristocrat.

    Cons

    Bringing in more offshore personnel to backfill positions. Company tried to do right for their employees, but departmental environment was quite negative and very unpleasant to work in. Always wanting to cut costs despite the repercussions

    Advice to Management

    Offshore personnel are cheaper, but you get what you pay for. It's not always about savings money and management needs changed around


  2. Helpful (1)

    "ATI acquisition is sending the organization downhill fast."

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Engineering in Tulsa, OK
    Current Employee - Engineering in Tulsa, OK
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I have been working at Video Gaming Technologies full-time (More than 5 years)

    Pros

    Free lunches, the company provides air conditioning in the summer and heat in the winter. The tuition reimbursement and other perks have been put on hold due to budget cuts/holds.

    Cons

    People are what makes an organization successful and all the really good people are gone or are being pushed out by those milking the system. Metrics manipulators, process following drones and red tape bureaucracies have supplanted hard work, ingenuity and out of the box thinking. All the talent that made VGT a success is leaving or has left. That is what ATI spent over a billion on to acquire. Now that those folks are gone or about to leave - good luck on keeping the cash cow's milk flowing.

    Advice to Management

    The people that produce, actually make things, write revenue generating software and that are closest to the largest percentage of customers are frequently ignored. Instead the eggheads in corporate, many of whom have never stepped foot in a casino are treated like royalty. If you want to keep the financial success then go with experience and those that produce over those that espouse theory, consume resources and manipulate metrics.

  3. Helpful (4)

    "my thoughts"

    StarStarStarStarStar
    • Comp & Benefits
    Former Employee - Anonymous Employee in Tulsa, OK
    Former Employee - Anonymous Employee in Tulsa, OK
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    Pros

    There are several good reasons ti work there, like free lunch, competitive pay and weekends off.

    Cons

    The management needs to take a look at some of the directors and needs to learn how to respect employees. They need to take the advice of several people that aren't in the position to make changes.


  4. "Not the best place to advance your career."

    StarStarStarStarStar
    Former Employee - Anonymous Employee in Tulsa, OK
    Former Employee - Anonymous Employee in Tulsa, OK
    Doesn't Recommend

    I worked at Video Gaming Technologies full-time (More than 3 years)

    Pros

    Free lunch. Most coworkers are friendly.

    Cons

    Disorganized with poor management. Lack of direction and vision.


  5. "VGT"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Charlottesville, VA
    Former Employee - Anonymous Employee in Charlottesville, VA
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    I worked at Video Gaming Technologies full-time

    Pros

    Was fun at the beginning. Working on games

    Cons

    But as time went on the owner kept changing priorities and made developing a hell. No matter what you did, it wasn't right. And he forgot he changed the priorities. It would have been better to work in IT.

    Advice to Management

    Get a new owner


  6. Helpful (2)

    "The atmosphere was good, the pay was great and the work was interesting"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Systems Engineer I in Ruckersville, VA
    Former Employee - Systems Engineer I in Ruckersville, VA
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I worked at Video Gaming Technologies full-time (More than 5 years)

    Pros

    The people were easy to work with

    Cons

    The upper management staff was difficult to work with

    Advice to Management

    I created a position that did not exist and now I am not even considered for the same position.


  7. Helpful (4)

    "Was making progress, but is now falling apart"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Nashville, TN
    Former Employee - Anonymous Employee in Nashville, TN
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I worked at Video Gaming Technologies full-time (More than 3 years)

    Pros

    The company's brand loyalty
    Field support team kept customers happy for years while no new product was delivered
    Due to recent development changes, product is finally making it out into the field
    The potential for growth is still strong

    Cons

    Lack of decision making ability of the owner
    Still run like a mom & pop shop
    Leadership was emasculated, turning them into bureaucratic paper pushers rather than leaders
    CAO has the owner's ear, but continually provides poor advise
    The company will never make significant progress towards its potential as long as the product development team continues to be shackled by the owner

    Advice to Management

    Delegate to the people who have the experience and skill and loosen up the reins a bit
    Owner should become the chairman of the board and find a few board members to provide advice on running a legitimate business and not a mom & pop shop
    Get a CEO to run the business

  8. Helpful (2)

    "VGT Review"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Project Manager II in Ruckersville, VA
    Former Employee - Project Manager II in Ruckersville, VA
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I worked at Video Gaming Technologies full-time (More than 3 years)

    Pros

    Free lunches
    Great benefits
    Good people (peers)

    Cons

    Messed up and indecisive management

    Advice to Management

    Be careful about who your middle management is


  9. Helpful (2)

    "Highly political environment"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Business Analyst in Ruckersville, VA
    Current Employee - Business Analyst in Ruckersville, VA
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    I have been working at Video Gaming Technologies full-time (More than a year)

    Pros

    Free lunch. Allowed to blow off steam by playing foosball during normal working hours. Very advanced IT infrastructure.

    Cons

    * Senior management not very open, and decision making at the top seems to take forever.
    * Management makes promises it does not keep (we will move to new building, but no change 6 years later)
    * Management changes direction, sometimes contradicting itself (spent 1.5 years coming up with strategic plan for 2012, unveiled in JAN, obsolete in mid-March due to announced plant closing)

    Advice to Management

    Communicate to the rest of the company more often. Make a decision, and then stick to it ... especially within the context of a strategic plan (software roadmap) for a given calendar year.


  10. Helpful (3)

    "Privately Owned, Privately Ran"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Software Engineer II in Ruckersville, VA
    Current Employee - Software Engineer II in Ruckersville, VA
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I have been working at Video Gaming Technologies full-time (More than 3 years)

    Pros

    - Flexibility in hours.
    - Loose requirement on work hours.
    - Employee’s choice on how they want
    to contribute to VGT.
    - Options for technology helpful to a growing company.
    - Former IGT experience to work on game design.
    - Scrum and all its benefits of greater team responsibility, increased communication, and regular demos to important decision makers.
    - Many good company-wide perks.
    Recognition for patent work. Annual holiday employee appreciation.
    - Regular employee training.
    - Shared product release plans.

    Cons

    It is often necessary and difficult to persuade Jon Yarbrough, both CEO and owner, of things that do not fall under his expertise since VGT’s large income leaves him unaccountable. The people that get to make the most important decisions at VGT are overly relied upon because of the trust they are given by Jon Yarbrough. Decision makers at VGT fall into two categories or can even be both.

    1. People who do not deserve to be in their position and rarely do anything to resolve problems.

    2. People who extend their authority and responsibilities beyond their original capabilities and assigned duty by dismissing everyone who disagrees with them.

    This leaves little room for anyone else to accomplish the things that they see needing to be done at VGT.

    Requirements for a product’s release are often overlooked at which point it is found that VGT lacks the capacity and resources to complete them in the desired manner. VGT makes long term goals but rarely succeeds at them due to unforeseen complications.

    Upper level management gives their attention to one company goal at a time and micro manages it while all other goals are given background priority and largely forgotten about. Under performing employees that cannot self-motivate themselves go unnoticed because they are placed on tasks that are not given enough attention by management. VGT’s most valuable employees resign out of frustration.

    Universal solutions are applied to very small and simple problems at VGT. The analogy of using a baseball bat instead of a fly swatter is frequently used around work. VGT believes that all of its employees are a “free” resource that does not need to be factored into any expense. VGT will throw as many employees as it can at a problem and then blame everyone but their selves when there is nothing to show for it.

    Serious disagreements with someone at the VP level or higher have been resolved by removing the lower level employee from their responsibilities and often firing them from the company. Conflict and disputes between employees are handled by no longer allowing those employees to interact with each other.

    Sick days are combined with PTO so that employees have to sacrifice their vacation days to recover from illness. Contagious employees come in when they are sick and risk spreading illness to other employees to avoid sacrificing their vacation time.

    Advice to Management

    It is important that VGT’s decision makers demand that a product first be in a releasable state before adding bells and whistles that generate the most exciting company buzz. Get rid of the rigid pecking order for decision approval unless there is an emergency so that you can trust people to do the job you appointed them for.

    Provide simple solutions to getting information, cooperation, and communication between departments instead of large cumbersome solutions that apply company wide. Stop trying to give management constant control and predictability.

    Have upper level management track and review the percentage of time they are spending on each project they are responsible for. VGT needs functional managers that can be responsible for success in their areas of expertise and not intrude on anyone else’s responsibilities.

    VGT needs to pay very close attention to what their people know, take stock of their knowledge, and effectively manage it. Communicate with each individual employee, not the entire whole, what is expected of them and why VGT needs their knowledge. Encourage, but do not force, mentoring and coaching and job rotations ahead of time to plan knowledge transfers instead of waiting until it is too late. Calculate separation and replacement costs for losing and replacing a VGT employee so that it can be used to figure out how much can be invested in keeping them.

    Be honest with employees instead of pretending like you don’t understand what an employee is talking about or treat employees like they are overreacting when they express concerns about the Virginia office closing. Keep suggestions to improve VGT moving instead of pushing the responsibility back onto the employee.

    The upper VP levels and higher also need to recognize that raising issues may just be an employee’s need to feel out whether they belong to VGT and where they stand in its hierarchy by breaking the ice and initiating conversation. The VP levels or higher should then only take action if the conflict cannot be resolved before the stress it causes begins to have physiological and psychological problems.

    Assume that everyone is working towards VGT’s success until something is noticed. If it is doubtful whether someone is working towards VGT’s success, immediately address it privately as if it is an individual and unique issue, instead of trying to resolve it company-wide. Pass down control of rewards instead of maintaining it at the top where it is harder to determine who deserves it. Use functional managers and team members to frequently identify important employees.

    Give employees the tools that they want to use for their job instead of forcing them to use tools that someone else likes. Make it easy for employees to validate their needs for an expense, especially if it has a proven greater return value for VGT.

    Give your employees sick days in addition to current PTO because you trust that they enjoy coming in to do their jobs and that they will not take advantage of sick days, otherwise remove the employees that you cannot trust instead of placing them on a less important project.


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