Seagate Global Business Services (Malaysia) Sdn. Bhd. Employee Reviews & Ratings

Long term prospect for the product is not great

Poor culture Some managers are poor

They laid all of us off after saying for 10 years that they wouldn't outsource

There is nothing good here

Short deadlines, lack of support for engineering

lots of long hours and slow processes

Reward is not good, below market rate

Basically everything is a mess right now with redundancy issues

Somewhat conversative culture, Staff turnover

low salary and benefits compare to other business

- Career advancement is slow. - Annual bonus is less. - Job scope is not clear.

no cons no cons no cons

• was caught in the middle of a restructuring

- Constant layoff, demotivate team spirit

schedule compression, unreasonable management expectations

No cons i can found

Magnetic hard drive business recession after COVID19 situation

frequency layoffs , pretty old technologies

Military mindset, unable to attract and retain young talent. Many in leadership have been at Seagate 20+ years. Often quoted by younger members as a "boomer" company. Compensation is lagging, the company is working to reduce our flexibility, leadership unable to connect with younger employees who value creativity and flexibility. The CEO has a "don't let the door hit you on the way out" mentality.

lack of support, politics, favoritism, lack of upward mobility, Technology related to work flow efficiency and productivity is subpar.

No Cons at the moment

Shift can be tough if you dont like nights

Disconnected and distributed work environment.

Uncaring management, lots of layoffs, people are guarded.

famous for hire and fire

Recent economic slowdown has shifted management focus towards other departments.

So many constant layoff. No stability. No performance criteria during sacking top performer employees. Strongly not suggesting this organisation

Way too many layoffs, management is almost never held accountable even in worst case situations. Sadly the Production Operators are treated like non value add expenses.

Way too many layoffs. Should probably manage resources properly.

There are no major problems.

Program halted due to market conditions

24/7 cover Our of hours work Job security Lots of different departments Promotion

Cost management and owning up mistakes

low income, low equipment, low energy

Upward promotion opportunities are few, slow

there is constant layoff. low morale.

If you stay because you survive the layoffs you WILL burn out from the internecine politics and the lack of exercising your intellectual muscles.

Backfill management may be better managed if internal mobility can be additionally manage as internal secondment instead of on way mobility.

Slow environment - Any change takes forever to get approved

layoffs every 4-6 months, insanely frequent. Lots of micromanaging, especially from the internal communication team in singapore. Horrible managerial style - avoid at all cost unless you are down to have a manager who micromanages

None that I can think of

job security concerns with many RIFs

Stress job because it is a manufacturing factory that operates 24/7

frequency reorg and industry cycle

The industry is a tough one.

- leadership was out for themselves

Executives are enforcing yes man tendencies, and getting routinely blindsided. The company broke export laws, and was fined 300M. The executives cut 300M in employee salary to cover the costs, which has netted a 30% employee reduction in the last 6 months. The company leadership isn't taking ownership of their responsibility for that decision. Employee wages are getting cut to fund stock dividend payments. The company budget for employee wages is now approximately 1/3rd the company budget for stock dividends. Promotions are drastically suppressed, and when they do happen are either made because the person in question is politically well established, or it's made out of desperation to retain employees. There is a chronic lack of vision about retaining and growing talent and leadership in an increasingly close to retirement age population. Critical departments are chronically understaffed, and when they do manage to pick up a competent or exceptional new hire, they quickly leave due to lack of career progression. Timelines for programs are so compressed that innovation is suppressed. Lack of personnel in critical departments is suppressing innovation. Lack of investment into innovation gets turned into poor management decisions when it comes time that we need massive changes. Risk tolerance is a bizarre mixture of extreme aversion to change, and totally impervious to potential downsides.

Lesser opportunity for local staff

Too frequent lay off affects employee negatively

boss only care for themselves & results.