A-dec reviews

While A-dec has many great qualities, there are a few areas that could use improvement. For example, the company previously allowed remote work for multiple years, but suddenly took that away, and it feels more like a push to see employees in the office rather than a focus on productivity. When remote work was allowed, productivity seemed to increase, so it’s frustrating that the option was removed, especially when the job can easily be done from home. Additionally, salaries could be evaluated more frequently to ensure they remain competitive, not just starting salaries but the entire range. Longtime employees often don’t see the necessary increases or adjustments due to being at the “midpoint,” but their growing experience and value should be recognized more. Lastly, some parts of the company can feel a bit like high school with rumors circulating and cliques forming, which can hinder career growth and make it difficult for people to feel fully supported and included.

*Pay transparency. Job descriptions used to state the 'pay level', but they removed that years ago. So if you are applying for something, you don't know if you'll be making enough to cover your expenses or not until you get the offer. Unless you ask ahead, which doesn't come across well. This could be easily fixed. *"Merit raises". I got a higher review score than someone else from a different department, but their percentage raise was higher than mine last year. I don't understand that. I also don't much care for having a leader tell me they recommend not discussing my raise, because it can lead to drama. No one should have anything to hide. I wanted to note that in recent years, when I've gotten raises, they haven't given that spiel and I appreciate that. So I think that might have already changed. Transparency creates trust and accountability. *Pay structure. I have been in my role a very long time. They changed the pay structure. I was above middle. In the new pay structure, they moved everyone back down. People who had just started the role, that were coming to me for support and training were then getting paid simalar to me. We were told the merit reviews would adjust for these. But (see above), clearly it hasn't really. *I've seen them remove positions, give the entire workload to another person, and when the person struggles and asks for support, the support they got was pulling someone off the floor to help. The person the pulled off the floor though doesn't get the previous job title or pay of the position, even though they are doing the job. They clearly love it though and don't seem to mind. They do fantastic though, and i'd really love to see them get properly compensated for it. I think it will happen though. Sometimes a-dec is just slow to catch up. *Band-aids. When there is an issue with anything other than new product, it's REALLY difficult to get the proper support to fix root cause. Especially if we need engineering support. They are so focused on new product, which is amazing, but we need more support on truly fixing the ongoing issues with our older products so we can stop using our band-aid fixes. More sustaining engineers, more test and cal, and more tooling people please.