Cisco Systems

  www.cisco.com
  www.cisco.com
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programming

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Software Engineer in Dubai (United Arab Emirates)
Current Employee - Software Engineer in Dubai (United Arab Emirates)

I have been working at Cisco Systems full-time (more than 3 years)

Pros

no competition, have much tens but minimum working hours

Cons

there is no any reason at all

Advice to ManagementAdvice

please don't copy with others

Doesn't Recommend
Positive Outlook
No opinion of CEO

5296 Other Employee Reviews for Cisco Systems (View Most Recent)

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  1. 1 person found this helpful  

    A golden cage

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Senior Software Engineer in Netanya (Israel)
    Former Employee - Senior Software Engineer in Netanya (Israel)

    I worked at Cisco Systems full-time (more than 5 years)

    Pros

    Salary, yearly bonus, nice atmosphere, no pressure

    Cons

    rare promotions, not many career oppotunities, politics

    Recommends
    Neutral Outlook
    Approves of CEO
  2. 1 person found this helpful  

    Company still too top heavy, but with some great employees

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Senior Operations Manager in London, England (UK)
    Current Employee - Senior Operations Manager in London, England (UK)

    I have been working at Cisco Systems full-time (more than 10 years)

    Pros

    There are some wonderful employees at Cisco, and generally a very strong work ethic. Most people are genuinely trying to do their best for the company. There is a good opportunity to work globally and certainly to experience interaction with people from around the world, using virtual collaboration tools.

    Cons

    Weak HR means that managers deal with an antiquated performance management process (based on a 15 year old GE model); lots of unhealthy politics at the SVP level and too many Directors sitting pretty due to tenure; recent RIFs have taken a slice out of the workforce, but not out of the much more expensive layers of the organisation.

    Advice to ManagementAdvice

    Allow the new HR leader to implement real and substantive change to performance management, management education, and to create an independent HR function. Before relentlessly pursuing a shared service model, perform adequate impact assessments on the impacted functions - we're entering a world of pain in the name of Opex cutting, which will have to be reversed when the complaints become too great to ignore (by which time, the orchestrators will have been promoted or moved to their next 'big' role at another tech company.

    Recommends
    Positive Outlook
    Approves of CEO
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