NASDAQ OMX Group

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  • Culture & Values
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2 people found this helpful  

Opportunities within the framework of defendable decisions

Engineer (Current Employee)

ProsOpportunities to contribute to interesting projects.

Peers, teams & coworkers that range from average to excellent in skill & personality.

Compensation
- Consists of a base salary with a 5,10,15,20,40% yearly bonus depending on one's position (e.g. associate, professional, senior, director, vp, etc)
- ESPP is available in 6 month intervals at a 15% discount
- Healthcare kicks in immediately rather than after some period (90 day)
- RSUs are granted yearly and vest after 4 years.
- 4% 401k match w/ Vanguard

ConsAs with any large organization, it suffers similar challenges.

- Plenty of turnover and organizational restructuring. Each year titles are renamed, groups are volleyed back and forth between senior managers in the name of "growth" "efficiency" "synergy"

This leads to an unfortunate loss of direction each time a reorganization/management shift occurs in the technology organization. Despite these shifts, the groups and the organizational process/workflow/structure have remained relatively unchanged. The same groups talk to each other to get the same work accomplished. Rather than the Greens talking to the Yellows, it simply shifts to the Oranges talking to the Browns in title only.

It is very similar to the observation that mergers fail due to organizational processes not meshing together.

- A technology company severely incapacitated by the recent corporate culture of defendable decisions since the technology issues of the largest IPO. e.g. "No one ever got fired for hiring IBM."

This has mainly led to the culture comprised of skilled, agile teams, capable of building solutions, to incapable teams that have lost their top talent to turnover. The policies put forth make for a severely demoralizing & demotivating a workforce that's otherwise tremendously capable.

This makes for a fairly oppressive work environment and a structure that engenders mistrust. A small bit of sanity comes from the small alliances that are forged amongst the Romeos & Juliets of groups at odds with each other.

- Senior management is severely disconnected from the ground floor workers as they are incapable of dog-fooding the products & policies they put forth. As many know, an idea does not sell itself, but the hard work and attention to detail make the difference. By pushing policies in the name of leaving a legacy, resume bullet point, or being a yes-man, relationships & respect are broken.

- ADHD inducing distractions. Being an open setup, there's a tremendous lack of ability to focus on a task at hand.

Advice to Senior ManagementBob G asks at group lunches, "What can we do to improve our company?"
When most of the employees are speechless, it's not that there aren't any improvements to make, it's that they are paralyzed from speaking as they don't know where to begin.

- Our salaries reflect that we are a knowledge workforce rather than a labor workforce. The most important competitive advantage of a knowledge workforce is the cultivation and management of that knowledge & critical thinking base. Top talented engineers make great team leads, however are very unlikely to be good managers.

- Stop reorganizing the company. History has shown that war has not been a struggle over territory as much as the battle for a shift in power. As different heads continue to battle for territory, it's a reflection of individuals shifting their priorities from EXCELLENCE to SELF-PRESERVATION. As management's focus shifts to self-preservation, competitive edge is lost as top talent decides that their sanity is more important than the compensation package.

- Focus on building & forging employee relationships rather than relying on top-down edicts of how employees should work. Build a collaborative environment where minds can mesh. Google about the design of the Bell Labs Hallway.

When it comes to fixing problems, there are 2 types of consultants. Ones that are looking to bill you for putting on a show, and ones that understand that the individuals best suited to fixing an organization are the individuals within it. The latter consultant merely facilitates the process of finding the individuals capable of a finding a fix and facilitating that fix.

- Invest in infrastructure and building environments capable of being tested during work hours rather than during the weekends. A burned out employee is incapable of contributing to the knowledge base of the organization as a whole.

No, I would not recommend this company to a friend

     

    Great company to work for.

    Anonymous Employee (Current Employee)

    I have been working at NASDAQ OMX Group

    Pros: Ability to make a lot of money. Cons: Lots of turnover in the employee base as well as… More

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Approves of CEO

     

    Pretty Cool

    Product Designer (Current Employee) New York, NY (US)

    I have been working at NASDAQ OMX Group full-time for more than a year

    Pros: Our team is really making a difference. Cons: Sometimes there's weird office politics. Advice to Senior Management: There are too many people is one office. Get more… Yes, I would recommend this company to a friend – I'm optimistic about the outlook for this company… More

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