Flex Employee Reviews & Ratings

Cons only in terms of Work environment

Complex Organizational Structure: Flex’s large global presence and diverse operations can sometimes lead to complexities in decision-making and internal communication.

Contract manufacturer and always have to follow customer.

No salary growth, no increments.

Top management shows much less respect to the employees than customers.

Salary , work load, travel time

Poor Management and no project stability

Long, long work hours. Lower than standard pay.

inconsistent hours. LOTS of layoffs.

It seems that raises and promotions are a thing of the past except for the management team. Company 401k contributions have been stopped and employee contribution for benefits continue to go up.

Career wise: -no career growth, undefined job scope, no merit system so no promotions Site wise: -unclean bathrooms, moldy faucets, unclean carpet, incomplete facilities, one day SL med cert -manager don't value the well being of the employees and encourages to go OT -manager micromanaging projects and doesn't trust the team, doesn't treat the team with equal respect -manager is close minded and imposes his beliefs, have superiority complex and doesn't promote mental health -rampant gossiping, toxic and envious employees

Very poor growth rate professional, has to wait for many years to get a pro.otion, huge amount of politics

I did not see one till now

noy purely information technology industry

Lower pay than most jobs in the same field

Some politics inside, and management should recognize right candidate.

- I have no issues with the company so far

No cons , because you can get good career

Typical corporate woes and occasional run ins with glass ceilings

too many strict rules when working here.

Probably better environment for someone with a manufacturing background or education. Otherwise, not many opportunities for growth.

No proper recognition for work

You won't get very far on merit alone. From talking to a few people in various departments, starting salaries are lower than lower than industry standard. It seems that if you get paid above the company average you are expected to give the company your life and all free time. There is a "60 hour" cap for exempt (hourly) workers but management won't do much for you as a salaried worker unless you have a good relationship with them. HR is joke and will sweep things under the rug to avoid having to do paperwork or escalate the situation. As stated above, you won't see yourself up the corporate ladder without active engagement in politics and brown nosing. If you have a good enough relationship with upper middle management, you can forget worrying about dealing with your peers directly. For applying to positions within the company, your manager's approval is required (not the con in this situation.) There is an engineer who worked tirelessly to lose the respect of not only his entire department, but every department in which he has worked with during his time at the company. He not only showed very little technical aptitude, he has close to no work ethic, very little respect for anyone he works with, and an extremely poor attitude. Since he has a nose for superiors, he got to work as soon as he realized who the power players were and developed "relationships" with the ones that weren't intelligent enough to realize that he was only using them to climb to the next rung. This is anecdotal, but I'm sure his manager liked him as little as all of the people that he worked with and almost surely would not approve of his internal transfer request. But nonetheless, he got a promotion (grade level for sure, unsure of compensation) to the department headed by the individual that he sucked up to.

slow growth rate , low salary

minimum growth , salary growth, limited vacancy for Pune location

I see too much dead weight (employees not adding enough value to company) which is tolerated and allowed to continue. At the same time high performers are not rewarded enough. Generally a much better results-based performance system is needed within the company.

The commute from where I live was very far

No Training at all, they expect you to know an perform your job even if this is your first job as an engineer. You will always work more than 48 hrs a week, workload is amazing and stressful.

no work life balance and always ask you to commit the schedule

Notice Period and Loyalty bonus restrictions

Hours were second shift. Advancement was none existent.

Management, Department, Customers, Structure, Pay

Not enough work at this time of year.

Nature of Job is repetative

There is so micro management

Unfortunately manufacturing space is low margin

Managements unwillingness to step up to customers that don't support their test equipment, instead telling their engineers to "Deal with it." rather than getting the customer to fix their problems. Sometimes lots of pressure and overtime to try and meet tight production schedules. Hockey-stick quarters due to wall-street driven revenue targets, resulting in hurry up and wait situations, instead of steady flow.

The problem is they cannot maintain valuable customers needed to sustain the real profit they need to function. Therefore, they are always cutting corners by layoffs, Plant shutdowns, and reducing Paid Time Off hours you can acquire . As a result management is always on the merry go round and can't seem to provide needed guidance in any direction.

Lots of layoffs, hard to balance work-life. Office culture is good.

-Poor communication -Lots of turnover - low pay for the industry

Till now i don't have something to add against this company.

speak in Native language mostly

stressfull environment, but many opportunities

For many reasons Flextronics has a very flat organization which does not lend itself to advancement. Low margins do also lead to "head scratcher" decisions by upper management.

Politics in company,rotational shifts compulsory

Salary is not up to the mark

Nothing specific to describe cons, compensation should be increased

1. Lot of layoffs happening lately due to poor revenue 2. Not sure how the company is going to perform in the near future.

Workload was a bit heavy

Communication below VP level is spotty, and the reasons for decisions are not well explained. Decisions sometimes appear to be arbitrary and not thought through. Very little input is requested from lower levels, nor used if it is provided. Way too many VP "cooks in the kitchen", and the organization routinely leaves conflicts between regions, business units, functional organizations, etc. ambiguous and unresolved. Getting a decision seems to have more to do with the force of the personalities involved rather than strong overall direction from the top.