- Fix the reason why so many people resigning are posting negative reviews rather than try to game the system with faux positive reviews. It's easy to spot a sudden rush of obligated positive reviews in the Glassdoor trendline.
- No technology vision. Made a big noise in the market about IoT in 2017, but delivered nothing publicly in 2018 and is clearly scrambling to work out what to do next. Instead of being honest on the remaining assets, (chiefly storage which is mostly moving to the cloud anyway), product indoctrination, not actually based in reality is being rote learnt en masse. Most of this indoctrination would technically fall apart if scrutinised even in the slightest by any experienced buyer.
- Understand what is causing your staff to leave - rudderless management, poor technology vision and better paid opportunities at other tech vendors.
- No management vision. The company is declining, but rather than a rational, diagnostic response, there is only a cheer-leading, emotional approach. This must have been what it was like at Kodak a few years ago. Lots of analogies to sporting stars to boost morale without appreciating those stars had talent, good equipment and were capable of adapting to change.
- New people coming in often have very little experience, presumably a cost saving and usually don't understand the basics. It's more of a cheap and cheerful spray and pray approach - if we give these people enough training and account access, something good must happen. This just pushes the problem back to the few remaining technical people who are now overwhelmed by basic, ill informed and untimely requests.
- Understand the competition, both from a technical and employment point of view. The vast majority of software people who came in via acquisition have left for much higher salaries and stock options, but Vantara believe they can deskill selling complex big data and machine learning by the rote learning of product attributes
