Hewlett Packard Enterprise | HPE reviews

I'd like to start off by saying that I am a former Plano ISR who hit their quota and was in the top half of the Leaderboard so Inside Management can't attribute this post to being from an angry ex-Conway employee or a low-performing, emotional ISR...HPE Inside Sales is Toxic. "People don't leave companies, they leave management." -Inside Sales Culture: dismal and defeating are just a couple words to describe the inside sales environment. Anyone who offers a suggestion, highlights an injustice, or simply voices their opinion in a respectable and professional manner is immediately reprimanded and disregarded or even put on a performance plan with no viable justification. Management cares more about reps wearing jeans on Tuesday than they do your quota attainment or commission checks not being paid! (HPE officially and legally has proclaimed they do not have a dress code by the way). Management says the leaderboard is the true determining factor of a successful sales rep. They'll reprimand you for being low on dials or Talk time, yet never applaud you for overachieving on quota attainment. Management has clear favorites and choose to openly show it. "All men created equal" does not apply here at Inside sales! I have never witnessed a more openly biased environment of managers blatantly showing their favoritism or hatred for certain ISRs. There is such a high turnover for a reason. You will only be successful based on how many fake dials you make in a day, how many 'partner sent' opportunities you send in a week to mandated partners (even if they're unqualified opportunities), and how much you suck up to management... not actual quota attainment, your book of business, drive, or rapport being built with end clients and Channel partners! -Daily mandates: as an ISR you're pulled in many different directions. Management will issue one order then change it by lunchtime. There is no consistency. They say they want you to sell but really they want you to play politics. Upper management makes unofficial deals with partners to pass a certain amount of opportunities to them per quarter. The ISRs are forced to comply even if these partners aren't who the end client wants to work with. One Member of upper management mandates that ISRs send unqualified opportunities to partners to skew his numbers in a positive light. He treats the ISRs, CEMs, and ISDMs as scapegoats. He is scattered and dismissive in tone to his Subordinates. -Pay structure (or Lack there of): Commission has issues every year I'm told...I only stuck around for a little over my one year mark. One can only hang around for so long after not getting paid properly. There are multiple Business Insider articles over the years on how deplorable HPE MYCOMP is. So many people have open HR cases that aren't getting resolved. HPE is UNDERPAYING its employees as they keep withholding accurate commission checks. If HPE were overpaying us, they'd resolve these issues ASAP. How can a Top Fortune 50 company like HPE not implement a legitimate and efficient compensation platform? Inside Sales Management ignores it or makes you feel insignificant for caring about your next pay check. -Lack of Promotions: HPE is investing heavily in Inside Sales, which while great for Inside Sales, correlates to cutbacks in Field positions. When you interview, they'll highlight the career path of moving into the field. But with 250+ ISRs (a majority of which were hired on at the same time), there won't be that many field openings when you hit your one or two year mark. Management will also highlight the Progression structure with HPE offering pay increases....this is a dangling carrot. The ability to get paid and promoted is not as easy as they say. You could make every criteria but if you miss a progression training because they didn't offer it to you or you were sick or on vacation, they hold it against you and won't promote you! -One member of Upper Management serves as a wickedly brilliant oppressor who is impossible to get hard evidence on for any potential HR case. He will manipulate and alter your words to break you and meet his agenda. When asked a direct question, he will avoid the answer like a politician. He will say one thing then his message will change completely the next day, and he'll verbally and publicly humiliate you for being confused by a diluted and inconsistent message. He is very hard to work under/for. He was a strong catalyst in why I left the company. He is not an inspirer nor a leader; he is a nonsensical bully who stifles creativity and passion. Lastly, I'm told by former coworkers who are still at HPE that he's aware of this low extremely glass door rating and is incentivizing reps and directors to go write false-positive reviews (any review that is 5 stars for Inside Sales is one that's been bribed to post)

Things are often counter-intuitive (not at all, what they appear to be, and for sure, not what they should be) at HPE. And They are CONSTANTLY looking for new ways to deprive HPE employees of yet another dollar! We all know, sure, about not getting paid for accumulated, un-used vacation when you get laid off or are quitting, yes… But also this: You just got promoted from chief-cook-and-bottle-washer engineer, to specialist engineer? You think it’s time to celebrate? Not so fast! They give you NO additional pay, then (at “promotion” time), and NOW (since your job grade is higher) They can write harsher reviews about you! They can “set you up” for the next layoff, since, as a “specialist”, your output is now expected to triple! So a “promotion” may mean “time to jump to another department at HPE, if you can, to get a lower job grade, and lower expectations, back”. That, too, is risky, because many departments at HPE will be populated by workers who try and “fence out” the (sacrificial scapegoat) newcomer, so that “newbie” will get the Management-mandated-bell-curve-required “D” or “F” grade that is required roughly one per each department (and get laid off), so that the fencers-outers are left safe, high and dry. … Getting back to submitting patents: You may think, as some have, that, since you can work tons and megatons of overtime and sacrifice your vacations, too, to do an excellent job for HPE, and STILL not get any raises, or even have ANY real job security… Then, your extra work should go into submitting patent applications instead, and THERE, at least, you’re more likely to get some minimal payback. But once again, not so fast… To play it safe, I would NOT recommend putting in more than 1 patent application at once. I had a friend, he or she put in a “wave” of patent applications, did all the work to help the lawyers “translate” the documents, and then was (supposedly) owed a bunch of money by HPE (HP at the time). But this was “lag time” (time delay till pay-off), during which he or she got laid off! And then black-listed from future employment of any kind with HP/HPE, but let’s not go there… So HP got the patent rights, and this inventor never got paid! The “HP Invent” logo, if honestly re-written, should now read “HPE Don’t Invent Too Much at the Same Time, or HPE will Callously Lay You Off Right Before They’d Otherwise Have to Pay You”. Can HPE stoop any lower to pinch another penny away from the bottom tier, to add to the Top Executives’ Paychecks and Bonuses? I don’t know, but it looks pretty bleak…