Leadership Issues - Not Recommended - Anonymous employee CompuCom Employee Review

- High leadership turnover. In 6 years at the company, we had 4 CEO changes and even higher numbers of executive leadership turnovers. We often had "Town Hall Meetings" where leadership failed to provide their employees with any sense of direction for the business and commitment to see their vision to fruition. The consequence of this is .... - High employee turnover. Resources come and go at Compucom more often than the wind blows, which results in the Service Desk, NOC, and CTS operating in a perpetual training cycle. Leadership fails to understand that high employee turnover is very costly and is disastrous for their clients. - Little/no raises. The only instance where marginal raises are given are when a strong resource already has a foot out the door. When an employee is working hard, they are not rewarded for their work. It's only when an employee is already thinking of leaving that leadership attempts to persuade them to stay by throwing money at them. It never works out well. - Poor career development options for technical resources. New hires are cast into roles and seldom have the opportunity to develop their skill sets. - Training is almost non existent. I received training on new technology once in 6 six years. I heard of other people receiving no training at all during similar periods of employment. - Dubious OT practices. Compucom used to pay their resources for working OT, until about 6 months ago. After OT payment stopped, management attempted to get resources to work extra hours and then give those resources "OT in lieu" instead of payment, a practice which is forbidden by HR. For example, if you worked a 60 hour week, your manager would recommend that you take the 20 hours off "in lieu", off the books. When this concern was raised to HR, no investigation was conducted and it was just swept under the rug. Resources continued to feel compelled to acquiesce to their manager's unreasonable requests, because HR was sending the message that the issue was not worth dealing with and that management's interests were more important. - Poor business partnerships. Compucom chose to hire a company called Ceryx to manage their messaging, instead of hiring their own messaging resource. Eventually, they realized what a waste of money this was and hired a resource about 6 years later. On another occasion, a company called "CableReady" was hired to clean up their data center cage, which was a rat's nest of cable hazards (understatement). CableReady had a single, capable resource that did most of the work, but unfortunately, in the middle of an important migration, this resource had to go on vacation, so his work was handed off to resources that had no idea what they were doing. They ended up pulling the wrong cables and brought down a chunk of a Compucom flagship customer's production environment for an extended period of time. The customer went absolutely bonkers. This is just one instance of a Compucom leadership choice resulting in a massive production environment outage for a customer.The result of these poor decisions is ... - Loss of flagship customers. Compucom picked up 2 very lucrative contracts, which resulted in their Canadian operation going from a "mom and pop" IT company to midrange/large player. They've already lost one of those accounts, and will almost certainly lose their other one in the next 8 months. After the loss of the first account, there were massive layoffs. Employees should be prepared for another round of massive layoffs. ... there are many other issues with this organization, but I think those stated above are enough to give potential employees an idea of what to expect.