The retirement party's bout to start en-mass, thanks to Cypress merger. The only hope for those poor souls who remain... - Senior Manufacturing Engineer Spansion Employee Review

1.0
7 Mar 2015
Recommend
CEO approval
Business outlook

Pros

Long-term outlook much improved, with established automotive customer base in the US and Japan. Financials holding strong, post bankruptcy. If you like to work in an emaciated-lean company, this is your haven. 100% executive focus on performance of the financials and market perception of the company.

Cons

A culture of abuse, disrespect and outright ugly middle-management behavior, appallingly bad. Many of the most effective cost savings tactics have been in employee benefits, compensation and forced vacations for employees in manufacturing.

Explore other reviews about Spansion

5.0
29 Mar 2024
Recommend
CEO approval
Business outlook

Pros

good location team was solid

Cons

none i can think of

3.0
15 Apr 2014
Recommend
CEO approval
Business outlook

Pros

Good place to work with lots of good people; laid back as most places in Austin are. Mature systems in a mature fab and everything is in full production mode. Lots of very intelligent, creative engineering talent here. Everybody there knows their job and do it exceptionally well. CEO did a remarkable job post bankruptcy especially keeping the company profitable.

Cons

Echo what somebody else said about little to no opportunities for growth in management specifically. Every upper level manager has been there for several years making it difficult for anybody to take those positions. Aging work force although not sure if that's a bad thing. Bonuses were an interesting exercise in futility. There didn't seem to be much visibility to what exactly needed to be done to get them. Forced distribution for employee ranking (quarterly and annually), while a common thing for most companies, didn't make much sense for a company that already had an extremely lean work force. They've gutted so many employees that most of the "low performers" were really average performers that just got screwed by the idea that a company has to have 10-15% of the employees be ranked into the lowest performance tier.

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