Deluxe Corporation FAQ

Pros

Ok salary and good benefits package.

Cons

The vibe in this place is so awful it'll make you want to run away from day 1. Feels like a mine full of slaves, nobody is happy there and you can feel it. The manager is extremely toxic and dumps her frustrations on the employees. Computers and working tools are old and outdated.

Advice to Management

Learn management skills and create a healthy office environment. Stop dumping your toxicity on your employees.

Pros

Great culture, people, benefits, good employee rewards program. Leaders encourage people to learn new things and work on different challenging projects. Free lunch and fruits bi-weekly. Free pop and coffee. Monthly office events make it a fun and relax work environment. Leaders are very transparent in almost everything about the company. CEO has great vision for the future of the company.

Cons

Lots of meetings which sometimes interfere with real work done.

Pros

- Met some really amazing people and had a relatively flexible schedule - Benefits (medical, dental, vision, 401k, tuition reimbursement, paternity & maternity leave, 3 weeks PTO) - Flexible schedule but can depend on your function and manager - New CEO is making great changes that are long overdue

Cons

Short version: - Management lacks management & leadership skills - Patronizing attitudes towards Millennials & Gen Z = stark lack of younger talent - Outdated tech. You can’t say you want to be a tech-enabled company but have phones and other tech from the 70s. - Bureaucratic. It takes weeks for any kind of progress to be made. People are overworked and spread too thin to affect any real or immediate change. - Senior leadership is aloof or unwilling to handle conflict or make necessary personnel changes For a detailed account: 1) Within HR, you might not see your manager for 2-4+ weeks at a time, but you also might get lucky with someone great! Often, mid-level managers are not actively involved in their employees’ growth, especially when it comes to their younger talent (if they even have younger direct reports). This means that reaching your goals can be like hitting a moving target. Many don’t have (or use?) management skills, which is okay, but they shouldn’t be paid to be a manager or have "manager" in their title and then not do the job they’re being paid to do. 2) If you’re under 25, you’re absolutely going to struggle to be taken seriously. The culture towards Millennials/Gen Z is often patronizing, disparaging, and outdated. The stereotypical statements about Millennials can be heard from one function to the next, often on calls or casual conversations directly to you. However, one would think that with such common reasons for leaving, this would signal a red flag to senior leadership that a change should take place. This leads me to the last point: 3) Senior leadership across the board is aloof, and because they’re often not around, it seems as if they are unwilling/unable to address issues to make culture improvements specific to their teams. However, this is part of a broader issue. Some of the leadership members aren’t actively involved on the teams they’re meant to lead. The ability of leadership to handle conflict is abysmal, almost embarrassingly so. At the moment, the Deluxe value prop: Awesome benefits and they’ll pay you to do a job, but then silo you to that job. There are a lot of changes and uncertainty (such as breaking down those silos). In a year or two, after all the growing pains, it’ll hopefully be a very different atmosphere. Until then, wait it out before beginning your career there.

Advice to Management

Value your younger talent and stop feeling the need to babysit them. You can’t tout your desire to recruit new grads when you impede their growth by disparaging and patronizing them and then expecting they'll stay. Leadership and management need to be involved and engaged with their teams, not a figurehead. You can't make change if you don't know what's happening on your team and are you really a manager if you're not actually managing or developing your people?

Pros

- Met some really amazing people and had a relatively flexible schedule - Benefits (medical, dental, vision, 401k, tuition reimbursement, paternity & maternity leave, 3 weeks PTO) - Flexible schedule but can depend on your function and manager - New CEO is making great changes that are long overdue

Cons

Short version: - Management lacks management & leadership skills - Patronizing attitudes towards Millennials & Gen Z = stark lack of younger talent - Outdated tech. You can’t say you want to be a tech-enabled company but have phones and other tech from the 70s. - Bureaucratic. It takes weeks for any kind of progress to be made. People are overworked and spread too thin to affect any real or immediate change. - Senior leadership is aloof or unwilling to handle conflict or make necessary personnel changes For a detailed account: 1) Within HR, you might not see your manager for 2-4+ weeks at a time, but you also might get lucky with someone great! Often, mid-level managers are not actively involved in their employees’ growth, especially when it comes to their younger talent (if they even have younger direct reports). This means that reaching your goals can be like hitting a moving target. Many don’t have (or use?) management skills, which is okay, but they shouldn’t be paid to be a manager or have "manager" in their title and then not do the job they’re being paid to do. 2) If you’re under 25, you’re absolutely going to struggle to be taken seriously. The culture towards Millennials/Gen Z is often patronizing, disparaging, and outdated. The stereotypical statements about Millennials can be heard from one function to the next, often on calls or casual conversations directly to you. However, one would think that with such common reasons for leaving, this would signal a red flag to senior leadership that a change should take place. This leads me to the last point: 3) Senior leadership across the board is aloof, and because they’re often not around, it seems as if they are unwilling/unable to address issues to make culture improvements specific to their teams. However, this is part of a broader issue. Some of the leadership members aren’t actively involved on the teams they’re meant to lead. The ability of leadership to handle conflict is abysmal, almost embarrassingly so. At the moment, the Deluxe value prop: Awesome benefits and they’ll pay you to do a job, but then silo you to that job. There are a lot of changes and uncertainty (such as breaking down those silos). In a year or two, after all the growing pains, it’ll hopefully be a very different atmosphere. Until then, wait it out before beginning your career there.

Advice to Management

Value your younger talent and stop feeling the need to babysit them. You can’t tout your desire to recruit new grads when you impede their growth by disparaging and patronizing them and then expecting they'll stay. Leadership and management need to be involved and engaged with their teams, not a figurehead. You can't make change if you don't know what's happening on your team and are you really a manager if you're not actually managing or developing your people?

Pros

Light Manufacturing, Mid size company, Fair benefits

Cons

The check printing business is declining so do not take any manufacturing positions. Company pays on the 15th and 30th of the month unlike most companies. The benefits are not great and the expectations of senior corporate management is unrealistic!

Advice to Management

Keep the expectations real! Have a plan to keep your Mfg employees and Deluxe rewards folks. They know they're getting chopped so be honest with them...on time!