Morale at Texas Instruments
Morale at Texas Instruments can be high or low depending on employee recognition for accomplishments, employee empowerment, career advancement opportunities and many other facets. The overall morale at Texas Instruments flourishes when individual employees receive well deserved recognition; and when asked if they do, 80% of Texas Instruments employees said ‘Yes’. On the other hand, morale at Texas Instruments can be gravely affected by a sense of security and the office vibe; many Texas Instruments employees describe their environment as positive, and feel secure enough about their job. Overall Texas Instruments' employees rate their happiness a B which can also give some insight into morale at Texas Instruments.
How Well Does Texas Instruments Perform at Boosting Morale?
Here are some ways Texas Instruments boosts their employee morale: Let your employees know you care about them and their growth: 73% of employees say their manager seems to care about them and 56% receive frequent feedback. Hire people who’ll work well together: 82% of Texas Instruments employees look forward to interacting with their coworkers and they consider fun to be important to Texas Instruments' success. Cultivate a culture and environment that’ll boost their morale: 14% think the office vibe is engaging and 70% are excited to go to work every day.
- If you could make changes, how would you improve the culture at Texas Instruments?I think the balance at TI has shifted a bit too much in favor of efficiency and good financial returns. I think some of that focus should be shifted to more R&D investment in their growth sectors to improve the odds that they can continue to grow and compete in the future. TI has an edge in many market sectors because of their name, historical relationships, and their deep device catalogue. But that lead could erode over time if they are not willing to make similar R&D investments to their competitors. TI is pushing to hire great young engineers and they make an effort to reward performance. But they also need to make sure they are emphasizing growth and engineering as strongly as financial performance if they want to excite and entice those engineers to stick around.Reporting to managers in local offices might make things easier.
