Blatantly unequal compensation (2% bonus, no raise until 2018 for legacy Zebra employees, 10% bonus on top of annual raises to legacy Motorola employees), cronyism, and lip-service culture change theater are destroying morale and widening divisions. Senior management is out of touch with day-to-day execution challenges and middle management lacks the skills to coach integrated teams in an increasingly resentful environment.
Management has and will readily outsource any department - manufacturing, engineering, quality control, distribution, facility management, information technology, etc. Advancement opportunities disappeared with the acquisition. They're now filled with cronies, cancelled due to budget concerns, or held for an ideal outside candidate HR can never find.
Senior management is overly focused on short term targets and sets integration savings goals and priorities without consulting departments on feasibility or advising how to reach those goals. It's no suprise earnings estimates had to be revised down twice this year.
I am one of many who left before the layoffs arrive. Work-life balance disappeared completely as management demands employees juggle multiple integration projects, existing responsibilities, and training of acquired staff but continues to freeze hiring. I had 6-8 hours of on and off hour meetings daily for three months and was expected to produce more analytic work and savings estimations than I did when I had 6-8 hours of meetings a week. Still, no raise with that increased responsibility.
