Dell

• Work/Life Balance
• Remote/Hybrid/On-Site working options
• Great People
• Company isn't going anywhere soon.
• You'll know which Managers are there for their subordinates when the yearly layoffs come around.
• If you move from an area where the standard of living is lower than before, you'll retain that pay. For example, if you lived in Hopkinton, MA, and were paid $130K; if you move to Austin, TX (where this same position pays $95K), you'll be kept at that $130K. So, to all job seekers out there, if given the choice of locations to work, pick the location that pays the most – you'll be able to work remotely anyway.

• No measurable path to advancement.

• Training opportunities have diminished. What used to be an advertised budget to allow an individual to take the training they needed/wanted, we are now forced to pick from a limited catalog which only benefits a subset of people.

• Salary has NOT kept up with the industry, and more importantly, the market. As the Austin Tech scene is heating up, everyone coming in is offering substantially more than Dell, yet Dell has been "looking into..." the market for the last 3 years.

• IT is not one big team. It's a big pool of many small, independent teams, each with its own way of doing things, and communication is abysmal.

• Once a year, Dell will do layoffs, and many times there isn't any reason why some people are let go (who are excellent performers), while retaining people who aren't.

• If you move from an area in which the standard of living is higher than the former, you'll retain that pay. For example, if you lived in Austin, TX, and you got paid 95K; if you move to Hopkinton, MA (in which this same position pays 130K), you'll be kept at that 95K.

Dell is not the only game in town. You need to keep up with the other tech companies coming in, and offer competitive compensation/benefits to attract and/or retain the best talent. Add to this that Dell isn't even keeping up with the Cost-of-Living of the Austin area in itself, or at bare minimum, inflation.

Huge old boy network. You need to provide a measurable path to advancement. Giving people raises/promotions because their manager likes them is a slap in the face to the people who take pride and joy in their craft and don't receive the proper recognition for it.