Those few very smart people are NOT in key decision-making roles, and they are smart enough to see the writing on the wall and promptly leave. Unisys is suffering from both a brain and talent exodus.
Wise former employees go to or are recruited by such companies as Deloitte, Gartner, Booz Allen, etc. Those same firms routinely beat out Unisys in winning RFPs. This also speaks to Unisys' out-of-touch approach and its lack of useful market intelligence.
There is a complete VOID with respect to a unified mission and vision (horizontally and vertically). In fact, the organization employs A LOT of managers and no leaders. The lack of backbone demonstrated by managers in the face of tough decisions was disheartening.
Operational effectiveness is hampered by missing, outdated or ill-conceived operational processes. Attempts to develop processes is disallowed unless the effort can be billed to a customer.
Inefficient and ineffective utilization of human capital assets that is demoralizing for the employee, frustrating for the customer, and detrimental to the business case of the project and the organization.
Out of fear of losing revenue, Unisys routinely engages to behave in a subservient, counterproductive relationship with its customers. Too often it serves as a “job shop” rather than a technological leader or a consultancy, thus eroding its credibility and initial value proposition.
Unfortunately, I saw more innovative technological solutions developed within gov't agencies versus what Unisys offers the market. It rides the coat tales of its own reputation, only to ultimately disappoint customers.
