Arbeitgeberbewertungen für Ford Audio-Video Systems | Glassdoor.de

Bewertungen für Ford Audio-Video Systems

Aktualisiert am 31. Januar 2019
74 Bewertungen

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Claire Ford
42 Bewertungen

Mitarbeiter-Bewertungen

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  1. „Project Management Support”

    StarStarStarStarStar
    • Work-Life-Balance
    • Kultur & Werte
    • Karrieremöglichkeiten
    • Vergütung & Zusatzleistungen
    • Führungsebene
    Akt. Mitarbeiter - Anonymer Mitarbeiter
    Akt. Mitarbeiter - Anonymer Mitarbeiter
    Empfiehlt nicht
    Neutrale Prognose
    Keine Meinung zu Geschäftsführer

    Ich arbeite in Vollzeit bei Ford Audio-Video Systems

    Pros

    Don't care if you show up late.

    Kontras

    Micro Management. Verbally abusive to employees.


  2. Hilfreich (1)

    „My coworkers are the only reason I’m still here”

    StarStarStarStarStar
    • Work-Life-Balance
    • Kultur & Werte
    • Karrieremöglichkeiten
    • Vergütung & Zusatzleistungen
    • Führungsebene
    Akt. Mitarbeiter - Installation Technician in Houston, TX (Vereinigte Staaten von Amerika)
    Akt. Mitarbeiter - Installation Technician in Houston, TX (Vereinigte Staaten von Amerika)
    Empfiehlt nicht
    Negative Prognose
    Negativ Geschäftsführer

    Ich arbeite in Vollzeit bei Ford Audio-Video Systems (Über 3 Jahre)

    Pros

    Made some really good friends.
    Learned a lot about the industry.

    Kontras

    Low pay
    Never get reviewed for raises or promotions
    No benefits
    You have to pay for all your own tools (even specialty ones) and are 100% responsible for replacing them if stolen/broken
    Horrible communication
    Often times don’t know where you are working
    Sometimes you find out last minute you are traveling out of town for two weeks
    Extreme micro management on every level
    Low pay
    Low pay

    They promise that the low salaries are made up by quarterly “Profit sharing” but they never explain how it is divided amongst everyone and often times “cap” out the amount that people get.
    No benefits
    Low pay (hope you get the point)
    Extremely high turnover rate
    Morale is extremely low

    Rat an das Management

    You could have a solid, stable team of employees if you gave them better reasons to stick around. Stop treating people like they are expendable.

  3. Hilfreich (2)

    „Know What You're Getting Yourself Into”

    StarStarStarStarStar
    • Work-Life-Balance
    • Kultur & Werte
    • Karrieremöglichkeiten
    • Vergütung & Zusatzleistungen
    • Führungsebene
    Ehem. Mitarbeiter - Anonymer Mitarbeiter in Oklahoma City, OK (Vereinigte Staaten von Amerika)
    Ehem. Mitarbeiter - Anonymer Mitarbeiter in Oklahoma City, OK (Vereinigte Staaten von Amerika)
    Empfiehlt nicht
    Neutrale Prognose
    Negativ Geschäftsführer

    Ich habe in Vollzeit bei Ford Audio-Video Systems gearbeitet

    Pros

    It's a job that has a paycheck attached to it
    There are some really nice people that work here to help make it bearable to show up to work each day
    Looks good on a resume depending on the department

    Kontras

    Micromanagement from the top down
    Company run on an old DOS-based, outdated system
    Have to keep track of every minute of work, tasks, bathroom breaks
    Employees are nothing but numbers to them
    Profit sharing is a joke
    Leadership is in a constant power struggle
    Low pay
    No reviews or raises unless you beg and pester someone for one
    There is either zero communication or 500 emails to take care of one simple task. No in between.
    Heavy favoritism

    Rat an das Management

    There is absolutely no trust in the employees they hire to do the jobs they hired them for. Instead of taking and using the talent that walks in the door, they instead treat everyone like they don't know anything and the only way to complete any task or job is the way they want to pound in to you to do it. Claire Ford and/or Jim Ford literally have their hands on EVERY SINGLE thing that happens in the company...which makes actually getting work done a massive chore. Things that at other companies take hours can take weeks here because Claire is so busy changing commas and periods and directives around that instead of looking at the actual project and trying to get things approved and out the door you spend weeks making changes to this or that until it's back to the original project that was submitted.

    Be sure to actually read the super thick employee handbook they give you...it's an outline for exactly how they will screw you over should you decided to leave the company, need to travel or *gasp* need a day off. You are required to track your time and tasks to the quarter hour and bill it to a charge code. Read an email? Mark it on your time sheet. Talk to a co-worker? Mark it on your timesheet and you might be paid for that 15 minutes. People spend more time each day filling out and keeping track of their timesheets than they do actually getting work done.

    Management spends more time bickering between each other than actually managing anyone.

    There is no trust here. Every piece of furniture has a tracking label on it that you are required to sign your life away for just to use. Down to the trash cans!! And those shirts they hand out...you need to give them back before they will release your last check when you leave the company.

    Oh and don't expect that last check to be anything near what you have calculated it to be. The handbook outlines all the scenarios in which they will be taking your money from you so just expect it. PTO numbers magically change at a whim and never in your favor. And since they are going to be paying you the absolute minimum that they can get away with, it's going to be pennies on the dollar to what you think it should be.

    And please don't believe all the "positive reviews" on here. They tell people in meetings to go online and make positive reviews so they will look good to potential employees.


  4. Hilfreich (3)

    „Stepping stone to a better career”

    StarStarStarStarStar
    • Work-Life-Balance
    • Kultur & Werte
    • Karrieremöglichkeiten
    • Vergütung & Zusatzleistungen
    • Führungsebene
    Ehem. Mitarbeiter - Job Superintendent in Austin, TX (Vereinigte Staaten von Amerika)
    Ehem. Mitarbeiter - Job Superintendent in Austin, TX (Vereinigte Staaten von Amerika)
    Empfiehlt nicht
    Negative Prognose
    Negativ Geschäftsführer

    Ich habe in Vollzeit bei Ford Audio-Video Systems gearbeitet (Über 5 Jahre)

    Pros

    Room for advancement if you work hard.

    Profit sharing quarterly.

    Looks good on a resume.

    Kontras

    Be careful this is an extremely greedy company. Every company policy is to benefit the company no matter how it effects the employees. They treat their employees like they're disposable. It takes close to 8 years before you get treated like a person. The division manager of Austin will walk right by you, not even look or acknowledge your presence. A simple hello or hand shake would go a long way.

    They have an extremely high turnover rate and it's for good reason.

    If you make a mistake they will take away your profit sharing without warning.

    You are forced to buy tools that are on a mandatory tool list but if they are stolen on a job site they will not reimburse you for them.

    You will travel overnight more than they tell you in you initial interview and have to share a room with another employee. If you bring up the traveling they act like you're lucky to have a job and you knew what you were getting into when you signed the papers.

    Take caution when reading great reviews. I have personally been there when they asked all of their employees to go on this website to boost their ratings.

    Rat an das Management

    Treat your employees like they are valued and you appreciate the hard work that is put in.


  5. Hilfreich (2)

    „Good career start but you should plan on leaving.”

    StarStarStarStarStar
    • Work-Life-Balance
    • Kultur & Werte
    • Karrieremöglichkeiten
    • Vergütung & Zusatzleistungen
    • Führungsebene
    Ehem. Mitarbeiter - Anonymer Mitarbeiter
    Ehem. Mitarbeiter - Anonymer Mitarbeiter
    Empfiehlt nicht
    Negative Prognose
    Negativ Geschäftsführer

    Ich habe in Vollzeit bei Ford Audio-Video Systems gearbeitet

    Pros

    -If you perform there is some job security.
    -Opportunities for internal position changes.

    Kontras

    - bottom line is more important than employee retention.
    - micromanagement in every position
    - policies trump common sense
    - uncertain future as owners are old as dirt, have their fingers in every aspect of the business and have no exit strategy.
    - outselling abilities to perform quality work (employees are over worked and underappreciated)
    - compensation is far below similar positions in the industry.

    Rat an das Management

    Reevaluate policies to better match this centuries work environment. Make the Fords retire.


  6. Hilfreich (2)

    „DC”

    StarStarStarStarStar
    Ehem. Mitarbeiter - Anonymer Mitarbeiter
    Ehem. Mitarbeiter - Anonymer Mitarbeiter
    Empfiehlt nicht
    Negativ Geschäftsführer

    Ich habe in Vollzeit bei Ford Audio-Video Systems gearbeitet

    Pros

    It was a job that paid my mortgage

    Kontras

    They are horrible to work for and are hugely hypocritical


  7. „Senior Account Manager Government Sales”

    StarStarStarStarStar
    • Work-Life-Balance
    • Kultur & Werte
    • Karrieremöglichkeiten
    • Vergütung & Zusatzleistungen
    • Führungsebene
    Ehem. Mitarbeiter - Anonymer Mitarbeiter
    Ehem. Mitarbeiter - Anonymer Mitarbeiter
    Empfiehlt
    Positive Prognose
    Befürwortet Geschäftsführer

    Ich habe in Vollzeit bei Ford Audio-Video Systems gearbeitet

    Pros

    Good People in all levels and job descriptions

    Kontras

    Lot of Forms and Paperwork Connected with Selling

  8. Hilfreich (2)

    „Lots of travel...”

    StarStarStarStarStar
    • Work-Life-Balance
    • Karrieremöglichkeiten
    • Vergütung & Zusatzleistungen
    Ehem. Mitarbeiter - Anonymer Mitarbeiter
    Ehem. Mitarbeiter - Anonymer Mitarbeiter
    Empfiehlt nicht

    Ich habe in Vollzeit bei Ford Audio-Video Systems gearbeitet

    Pros

    Some knowlegeable AV professionals. Per diem.

    Kontras

    Bad benefits. Travel overnight 60% of the YEAR. ALL employees in a certain position are required to share a hotel room with another coworker. They use up your PTO at their discretion(not stated anywhere in company policies or procedure).

    Rat an das Management

    Warn potential employees there will be a LOT of travel UP FRONT. State your PTO policy in PRINT. Quit making your adult employees share a room.


  9. Hilfreich (11)

    „Project Manager”

    StarStarStarStarStar
    • Work-Life-Balance
    • Kultur & Werte
    • Karrieremöglichkeiten
    • Vergütung & Zusatzleistungen
    • Führungsebene
    Ehem. Mitarbeiter - Project Manager in Denver, CO (Vereinigte Staaten von Amerika)
    Ehem. Mitarbeiter - Project Manager in Denver, CO (Vereinigte Staaten von Amerika)
    Empfiehlt nicht
    Negative Prognose
    Negativ Geschäftsführer

    Ich habe in Vollzeit bei Ford Audio-Video Systems gearbeitet (Über 8 Jahre)

    Pros

    This company will hire technicians without any experience. It could be a "last resort" sort of company for those desperate for employment.

    Kontras

    Lower pay than any of the comparable AV integrators.

    I heard straight from Jim Ford's mouth: "We don't want employees who are here for the money. We want people who will work for less money because they love the industry."

    The corporate offices extend their hands into every aspect of the company without fully involving themselves. Resulting in bad directives based on half-information. Politics enter too much of daily activities. People are too scared of Claire Ford to speak up about wrongdoings or ineffective business practices. People walk on eggshells and fear retaliation daily.

    I repeatedly witnessed technicians as well as engineers get fired the week before Christmas. Every time it was for recent low performance without taking in the employee's full career with the company.

    Moral across the board is always low. You will be hard pressed to find a technician who enjoys the company.

    It takes 15 years to be granted 3 weeks of PTO.

    The company claims profit sharing is based on a mathematically calculated program but they cannot answer the question "How is it calculated?" "Their answer is "It's complicated." The truth is they manually adjust individual profit sharing amounts. By itself , that is not a big deal but for some reason they have to lie about it. In Denver, a PM can expect about $1,000 per year. In comparison, comparable companies give out that much in a single quarter.

    I worked on a project for a full year which made over $1,000,000 profit but was denied profit sharing because they posthumously considered it as something other than a project. I was mislead and denied my rightful claim to the biggest profit sharing the company ever had... ever.

    Rat an das Management

    Give up. You are horrible people who make lives miserable.


  10. Hilfreich (9)

    „Future Potential Once the Old Guard is Gone”

    StarStarStarStarStar
    • Work-Life-Balance
    • Kultur & Werte
    • Karrieremöglichkeiten
    • Vergütung & Zusatzleistungen
    • Führungsebene
    Ehem. Mitarbeiter - Project Estimator
    Ehem. Mitarbeiter - Project Estimator
    Empfiehlt nicht
    Positive Prognose
    Keine Meinung zu Geschäftsführer

    Ich habe in Vollzeit bei Ford Audio-Video Systems gearbeitet (Über 5 Jahre)

    Pros

    I was not asked to do an exit interview, so here is what I would have told HR had they taken the time to listen.

    The employees of Ford AV are their biggest asset. They typically do a good job of not firing their better employees while finding ways to cut the dead weight. You will be expected to work hard, which is good in my opinion. And there is plenty of work to be done most days.

    The younger management group are a pro (basically everyone under 50). They understand the current trends in employment that contribute to employee longevity such as actually caring about your employees' morale, doing things with their employees that show they want to be engaged with them (such as taking the office out to bowling on a Friday afternoon), and treating their employees with respect.

    Obviously a big pro is that if your chosen career path is professional AV, Ford AV works on some of the biggest projects in the nation. They are routinely engaging in contracts that are worth multiple millions of dollars. And they have the organizational structure and manpower to get the projects done on budget and on time.

    Kontras

    I believe the biggest source of Ford AV's current pitfalls are most of the management over 50, mostly excluding Mr. & Mrs. Ford, but they can be part of the problem sometimes. The senior level management (that are mostly about 10 years away from retirement) tend to be distrustful, manipulative, and set an expectation that you will come to work whenever called upon regardless of what you have going on in your personal life (such as Mother's Day weekend - true story). "The company" comes first always. They will expect you to add your email account to your smart phone (not paid for by the company), and check it regularly in the evenings and on the weekend. I have also seen them change dates on company events (Christmas) to try and discourage people from bringing their families so they don't have to pay to buy food for your wife and kids. Although, in fairness, I believe that's just a couple of the old guard that would do something that despicable. The younger management group have never done anything like that to my knowledge.

    PTO - Ford AV's PTO program is less than what most companies these days are typically giving their employees. Case in point - within my first 90 days at my new position, I will have accrued as much PTO as someone who was worked 1 full year at Ford AV. And that's just the beginning. It would take someone working 15 years at Ford AV to accrue as much PTO as I will in my first year at my current job.

    Salary - You will be paid less than other professionals working at your skill level at other companies, unless you are hourly and can work 20-30 hours of OT. If you are salaried (i.e., exempt from OT), the only benefit is accruing 2-3 days of PTO more per year more than hourly (non-exempt) employees. And they will leverage that fact that you are salaried over you without giving you any of the benefits of being salaried. If you have to work extra to get your job done, you do not get paid for it. And if you work 12 hours on a Monday, or even 4-6 hours on a Sunday, you get no benefit from that during the week. You are required to get 8 hours a day, or use PTO. (You theoretically can get 7.25 hours on your time sheet as a salaried employee without having to use PTO, but the management I worked for frowned on this even when I had worked over 40 hours that week.) Of course, most of the division managers are likely making over 6 figures, but your salary affects their bottom line, so the cheaper they can get you, the better chance they have of hitting their alleged "under budget" bonus I always heard about. Seems ridiculous to incentivize (whether intentionally or unintentionally) paying your employees a lower wage. When I left, I received a 5-digit increase over my Ford AV annual salary to take a job that was basically the same job title.

    Blame - Depending on who you work for, be prepared for issues with blame. One of my supervisors had a habit of telling you to do one thing, then forgetting that's what he told you to do and grilling you as to why you did what you did a week or two later. So if you have a conversation with a manager and they instruct you to do something, I highly recommend that you immediately return to your computer (or smartphone), and send an email that says "just to follow up on our conversation today, I wanted to confirm that you would like me to do X Y Z." Doing that can save you from an HR write up. And to tag on to that theme...

    Keeping Their Promises - If you have a conversation where something is told to you regarding how much you will be getting paid, any special arrangements you are making, or anything regarding a possible promotion, make sure you get. it. documented. I saw multiple co-workers that were promised reviews, raises, or even the amount of their salary and had those things changed or "forgotten" because they weren't in writing. And even then, there are no guarantees as the Mr. & Mrs. can adjust your compensation package whenever they like. Which leads to...

    Profit Sharing (Excluding Sales/Account Managers) - Ignore this. If you start making $5k - $10k on a regular basis from your profit sharing, expect that to change. They have done some type of "research" that told them that your incentive pay shouldn't be more than about 15% of your salary, and they might cap your individual profit sharing checks to make sure they don't exceed that amount. If they don't, and you keep knocking it out of the park, they get antsy about writing big checks, so they'll probably take the risk that you might leave and decrease your profit sharing. Apparently too much success is a bad thing, so make sure you don't blow it all up at once. (Again, excluding Sales/Account Managers.) However, applying to everyone is the "golden handcuffs" program as it's called. They take this seriously and don't appreciate anyone pointing out any of it's flaws, whether it be sincere or in jest. Basically they set back half of every profit sharing dollar you make for 7 years. It is tied to the value of the company, which has been going up steadily every year, and then it gets paid out to you at that amount. You have not choice in whether or not your profit sharing is tied to this program, and if you leave before you have received a check, they keep all of your money. The only exceptions are retirement (at age 65 or older) or death.

    And last but not least...

    Fake Glassdoor reviews. This is just silly. Spend time investing in your employees rather than soliciting disingenuous Glassdoor reviews from your managers. Make Ford AV a happy place to work where employees feel compensated well and they feel like their home life is more important to the company than their work life. Once you've done that, send an email to everyone in the company asking them to write a review on Glassdoor if they like working at Ford AV. Then you'll see a significant bump in your rating.

    Rat an das Management

    See "Cons" section above. Listen to the younger managers in your group regarding ways to boost employee morale and retention. Pay your people more. Listen to your people. You might not like the "millennial" way most companies are going, but those people will be a majority of the workforce within the next 10-20 years. So you can either cater to them now and keep some of the good ones, or be left trying to adapt after most of them have settled in at the companies they're at and don't want to leave. Which means you have a much smaller pool to draw from.