Harris Computer Employee Reviews

Be clear on your vision and hire people who share the same toxic views.

Listening to those who are in the trenches doing the actual work. Getting a better understanding of what each person contributes and how it impacts the overall business. Seeing projects through completion with a roadmap and clear directives.

- being involved in the day to day - being informed on the verticals we sell into - managing the actual business units with a vision - being proactive, not reactive - INVESTING. There's a cost to doing business, and It takes money to make money

Consider that the first person they speak to in a company doesn't know everything.

Review from Engineering Dept

Decisions take forever, are poorly timelined, poorly resouced and there' s no overall plan of action, just a collection of random knee jerks,

There are no stock options available - 401K match is paid months into the next year, only communication from management is how and where to reduce costs - no raises due to poor performance of the company since there is no support from management

They hire people with low salaries. Ambitious Employees leave within 1 -2 years.

If compensation was up to market level, it would be nice

Better monetary compensation, and management/executives having a clear focus (with the investment required to grow) and understanding of the individual B.U's day to day business

Positive local managers and supervisors

Coworkers need to be held accountable. The lack of accountability creates a toxic and unpleasant work environment.

Have meetings that aren't just brown nose events or "this is how it is" without any planning or forethought put into what's being done.

Review from Engineering Dept

Change at the middle and top. Portfolio leaders are ineffective.

They need to provide fair compensation and better benefits

Invest in the individual BU's. Executives that don't see the employees as peasants or peons on a chessboard

Less turnover, better pay, more communication & inclusion. Preferential treatment has to end. Execs need to listen and get involved to understand what employees need without judgement.

Have a plan. Have a plan that's doable. Get rid of deadweight management, though that'd be admitting that higher up management made a mistake which they're loathe to do as it shows their incompetence.

Fair interview process with manager and higher management

Ask valid questions, not ones you've downloaded off the internet 5 m inutes before. And stop employing your mates.

Tell interviewees they'll have none of the information needed to meet requirements then get in trouble for not meeting them.

Review from Engineering Dept

Products and services are slowly declining in quality

Less educated, cheap staff that cannot help customers because of lack of training therefore the support tickets pile up and can get overwhelming.

Old system's reputation was abysmal because basic things weren't done like basic error messages which clog up the support queue. Only concerns for the new system are replicating all the problems of the old one.

Review from Engineering Dept

Employ management that understands the business, has a vision and a plan for the next year, two years, three and five years and can implement it without changing their minds.

Organization, workload, increase budget, more employees, better idea of where we are going as a company.

Review from Engineering Dept