Arrow Electronics reviews

Massive turnover, clear management agenda to make jobs cookie-cutter with minimal education or training, drive to automate and cut down workforce--and yet a common reason for eliminating employees is mistakes in elaborate and changing processes while demanding and only rewarding high number output. Nor are employees who excel at that while performing with low error rates singled out for praise or advancement either. In general there are low opportunities for advancement, with arbitrary management that mandates a culture of "professionalism" that heavily emphasizes not questioning them, and a very long lag time between identification of major process problems and their eventual solution. They adopted the motto "Five Years Out" to complement themselves on their vision and forward-looking, proactive vision, but on the shot floor it seemed more of a statement of how long it would be before problems would be addressed. Everything driven by reaction rather than proactivity. Basically a dead end job and pays accordingly, with experienced and pro-active workforce driven out by low pay and low opportunities for improvement. Shows all the negatives of the legacy companies absorbed early in the decade which were understandable in such small companies, while driving out the committed talent that made those small firms viable and attractive purchases. Nor does top-down management distinguish itself by preparing for process changes they dictate in any way. This is left up to plant management and workers on site. This despite proud boasts by Arrow representatives upon acquisition of these legacy small companies that the large resources and deep pockets of a Fortune 500 company would mean better solutions to operational issues. In fact the supposed infrastructural resources of Arrow might show in a shiny workfloor and buffed walkways for visitors, but never in the machinery, hardware or software, we had to work with. If processes did improve it was from shop floor initiatives that never credited the workers who did them. Proactive vision was never in sight.

Everyone is looking out for themselves and for their own promotions. The customer is not on the radar and is considered to be a pain. Wake up, who really gives you your pay check? Trying to get anything done is painful. Too many data basis that do not sync with each other, too many repetitive steps that take time away from other tasks, and unreasonable goals that are given late (and can change at anytime) with no rhyme or reason and work against those who are on your team. Big turnover. HR is there to for management's benefit, not the employee.