Dyson Reviews

Unfortunately as you will see from other reviews, the real start of this decline came from Dyson's reaction to the pandemic. Prior to the pandemic, workers were able to have agreements with their managers that allowed them to work flexibly. This unofficial working from home took place globally and dyson went from strength to strength, however James Dyson appears to not have known this was going on. Apparently he believes that you can only be effectively working if you are sat at your desk 5 days a week because in an office there is 'collaboration'. Anyone not in the office is then threatened with disciplinaries. This shows a great lack of understanding of the world we currently live in and how teams work effectively. The majority of teams at Dyson work in multiple countries, communicating effectively on Microsoft Teams with people they have never met in person. Please explain how being in a Dyson office 5 days a week would aid with this communication. If they asked (which they haven't), they would likely find that most people do want to spend some, most or all of their week in a office location but everyone would like to be valued and trusted enough to make those choices with the support of their managers. Employees are not necessarily asking for anything new with regards to flexible working, they are asking to go back to how it was pre-pandemic. The decisions over the past 2 years are really starting to show. Over half of the team I work with have either left in the last month, are serving their notice or are off sick due to stress. This is not just down to lack of flexible working but also the general disrespect Dyson shows to employees. External recruiters are well aware what is going on at Dyson and are using it as an excellent opportunity to steal talent. On the flip side, recruiting into Dyson is almost impossible. Surely Roland and James have been made aware of this? The CPO Laura says she wants to listen but listening sessions with People team are cancelled/rearranged multiple times and listening only works if you actually act upon the information you are given. There is also a lack of respect for her own team - making decisions without consulting SMEs shows lack of trust and understanding. The turnover of employees in HR in the last year has been phenomenal. Is anyone questioning why this is?

- Dyson is falling apart from the top downwards. The decisions/statements from James regarding flexibility for employees is well documented. Roland as CEO has been an awful appointment. Zero personal skills or charisma and speaks like he has little to no care for employees. Outside of having an exceptionally white shirt all the time, he has nothing impressive or inspiring about him. - No strategy just relying on the good old Dyson name. Those in the know are aware of new product delays, issues with logistics and increasing competition. Things that most employees cant control but are blamed regardless - Leadership is layered with people who have been at Dyson for 10+ years and literally following a set type. White, middle aged men who often believe their job title because it has 'Director' in it they know everything and wont mind bullying and suppressing people along the way. Unless you are a graduate... - Graduates are seen are the saviour to everything despite coming into Dyson with minimal experience. Flocks of experienced employees are leaving, arent being replaced and Grads are promoted into levels they cant manage, have no experience and only know the 'Dyson way'. Which for the record isnt a good 'way' to follow. - Zero flexibility despite what Dyson will say. All of the return to campus stuff has been documented but working from home does not exist here - Employees are quite literally leaving in their hundreds. The main catalyst has been the lack of flexibility and the forced attendance on campus. What Dyson ignore/forget/dont realise or appreciate is many people had pre-existing arrangements to flexibility when they joined Dyson, pre-COVID. These were removed which has added so much disruption to peoples lives at a time when we are going through a global pandemic. The decisioning and communications from HR and Leadership have been unforgivably bad - HR is getting strangled by management/James over employee retention, flexibility and are being forced to quite literally monitor people who do or do not swipe their access badges on site. I cant really blame HR as they are following orders, but the impact on employee morale due to this has been crushing - Huge blame culture across some teams. And those teams are often led by the aforementioned Director level types who only really know how to survive and stand on others at Dyson to get promoted to lead a team - Too much focus on shiny stuff and forgetting the important things that will drive Dyon forward. Communications from James have been limited to him talking about his new book (employees had the option to buy that for slightly more than you could on a big ecommerce retailer). Website is buggy, terrible to buy from but James announces a new virtual reality experience to save the day...which it wont of course as the number of people who use VR is only marginally more than those that use the helipad at Dyson. Waste of time and effort