Zebra Technologies reviews

My, have things have changed dramatically in 1 1/2 years time. Zebra has lost A LOT of intelligent, hard-working legacy zebra employees in a significantly short amount of time due to the inept decisions made in part by upper and executive management. The blatant inequity shown over the past year has negatively affected legacy Zebra employees (Most notably and recently, the paltry 2% bonus received in 2016 for the thankless yet tireless work done in 2015, while legacy Motorola employees received both a bonus and merit increase). In addition, the new incentive program guidelines showcase favoritism toward legacy Motorola employees (disparity between legacy Zebra and Motorola target bonuses that will not level set until 2018). Other issues legacy Zebra folks continue to face since the acquisition include poor treatment and disrespect as well as obvious bias of legacy Motorola employees by management within their own teams. It is truly shameful and disappointing that this is the current state of Zebra, because it used to be a wonderful collaborative place to work. The upside is that now, many legacy Zebra employees who have left have been swooped up by fantastic companies that value their knowledge and stellar work ethic. Zebra's loss is another company's gain.

Blatantly unequal compensation (2% bonus, no raise until 2018 for legacy Zebra employees, 10% bonus on top of annual raises to legacy Motorola employees), cronyism, and lip-service culture change theater are destroying morale and widening divisions. Senior management is out of touch with day-to-day execution challenges and middle management lacks the skills to coach integrated teams in an increasingly resentful environment. Management has and will readily outsource any department - manufacturing, engineering, quality control, distribution, facility management, information technology, etc. Advancement opportunities disappeared with the acquisition. They're now filled with cronies, cancelled due to budget concerns, or held for an ideal outside candidate HR can never find. Senior management is overly focused on short term targets and sets integration savings goals and priorities without consulting departments on feasibility or advising how to reach those goals. It's no suprise earnings estimates had to be revised down twice this year. I am one of many who left before the layoffs arrive. Work-life balance disappeared completely as management demands employees juggle multiple integration projects, existing responsibilities, and training of acquired staff but continues to freeze hiring. I had 6-8 hours of on and off hour meetings daily for three months and was expected to produce more analytic work and savings estimations than I did when I had 6-8 hours of meetings a week. Still, no raise with that increased responsibility.