Wavetronix reviews

Wavetronix is a company in transition which can be uncomfortable. I put this as a con, because the company has had an extremely low turnover rate for a long time. As the company is working to prepare itself for the next stage of growth, it has experimented with improving process and changing the way somethings are done which had created discomfort in some. If you have a growth mind-set and care about growth, this is not a con.

Pay for Performance is a fast track to lowering the morale of over half any company. Success is no longer shared by a teams, but instead hoarded by a few. Pay for Performance either requires too much time/money or is grossly inaccurate. The middle ground compromise of this results in both bad outcomes. Pay for Performance is alluring in theory, but in reality its practice has hampered teamwork, fostered distrust, and created a false feedback loop of “Yes Men” that is dangerous to the company. Rather than driving away “low performers,” the mass effect of this pay scale has resulted in driving out high performers who felt undervalued. Rapidly increased turnover has proved costly and demoralizing. Several years ago I would have felt no qualms about listing my name and position with my feedback, but there has been far too much retaliation of late. Perhaps the previous lawsuit left many in an adversarial mindset? Limited Training scope has supplanted job-specific learning. Training has been improving, but the department possess no real qualifications, degrees, or relevant experience. Nepotism is rampant with the majority of trainers being direct children of upper level executives. Strong family relations and friendships (prior to hiring) fast track individuals for promotions, management, and higher salaries. Fortunately, some family members and friends have proved invaluable in key roles, but its worth noting that many (including myself) have worked twice as hard to achieve the same role and often pick up slack. The time consuming hiring process limits our options to hire whomever stuck around; Meanwhile, higher talent applicants are already several months into their jobs at other companies.