repair technician

marketing manager

principal software engineer

brand ambassador

beauty advisor

Dyson

As an employee who recently worked at Dyson, I cannot express enough how disappointing my experience was. From the moment I joined the company, it became evident that Dyson's reputation as a cutting-edge and innovative organization did not extend to its treatment of employees.

First and foremost, the work environment at Dyson was stifling and lacked any sense of creativity or inspiration. The company claims to value innovation, but in reality, it was bogged down by bureaucracy and rigid hierarchies. Employees were rarely given the freedom to think outside the box and were discouraged from challenging the status quo. This resulted in a monotonous and unfulfilling work atmosphere that drained enthusiasm and creativity.

Moreover, the company's management style was abysmal. The upper management seemed disconnected from the concerns and needs of the employees, creating an environment where open communication was non-existent. Decisions were made without proper consultation or consideration for the people who would be affected by them. It felt as though the voices of the employees were not valued or respected, leading to frustration and demotivation.

In terms of work-life balance, Dyson fell far short of expectations. The company expected employees to work long hours, often without any recognition or compensation for their extra efforts. There was a pervasive culture of overworking, which led to burnout and a significant decline in overall well-being. This lack of regard for work-life balance not only affected employees' mental and physical health but also their productivity and ability to contribute effectively.

Another major letdown was the lack of opportunities for growth and development. Despite the company's claims of investing in employee development, I witnessed little to no effort in providing meaningful training or advancement opportunities. Career progression was a mere illusion, and employees were left feeling stagnant and undervalued. This lack of investment in professional growth was disheartening and made it difficult to envision a future within the organization.

Lastly, the compensation and benefits package at Dyson were far from satisfactory. The remuneration provided did not align with the industry standards or the level of effort put into the work. Benefits were minimal, and perks that were promised during the recruitment process turned out to be mere marketing tactics. It was clear that Dyson prioritized cost-cutting over adequately rewarding and retaining its employees.

In conclusion, my time working at Dyson was an underwhelming and disheartening experience. The lack of innovation, poor management, long hours, limited growth opportunities, and subpar compensation and benefits package left me feeling unappreciated and undervalued. I would caution anyone considering a career at Dyson to think twice before accepting an offer, as there are far better companies that prioritize their employees' well-being and professional growth.

I worked in Dyson's call center for more than 6 years. They started us off in the downtown Chicago location at 13.50 per hour where now they hire Customer Experience Specialists for 12.00 per hour I believe for the same work. 

They use the Customer Experience Specialist to mask the problems within their culture, their internal processes, and bad management. The lapses in judgement and failure to address their problems affects their customers in the end, so accepting this role should have you expecting to talk to a lot of upset customers. Dyson realizes and is fully aware of what their customers expectations are for the value they pay for the products, but refuses to address a working game plan where the customer is happy and they can live with the costs to maintain their customer relationships. In a nutshell they don't take the good with the bad. If a customer is upset enough, they are likely to get what they want regardless of the circumstances. 

As a Customer Experience Specialist YOU have the control of how to enforce the vaguely written warranty. If you successfully end a call with the customer being denied a part or service, you've saved the company money and your manager is smiling. But when the customer surveys their experience and leaves you a poor rating, YOU are left frowning. You could decide to be generous to the customers in hopes to earn more favorable survey ratings, but then Dyson's metric system looks at you as an employee that costs too much money and it hurts you in your PEP rating. YOU ultimately are responsible for making the choices, but don't think that you won't be dinged for making the fair approval or denial in terms of warranty coverage. The managers try to accommodate each individual customer, but they reality is they can't. What pleases one customer, another is displeased by. A lot of the customer's that call are just trying to work the system and Dyson realizes it but does nothing. They see that NOT awarding and rewarding agents is a way of filtering costs that they otherwise would have to pay somewhere else, R & D, Management (to develop a working business model in Customer relations), or approving warranty coverage to customers that are actually entitled to it. You wanna get promoted and move up in the call center, just act like you don't realize all of this is happening and that it doesn't bother you that you are NOT helping the customer relationship with you're hurting it by encouraging false expectations. 

Management is a bunch of spokespeople that will agree even when they disagree. 

You can put as many tasty condiments as you want, but in the end it's still a burnt hotdog.

Worked at Dyson for several years, including throughout the worst of COVID. There were definitely perks, including their 401k matching, discounts on Dyson products (although you only get three to use per year which felt pretty stingy, but better than nothing), annual bonuses (which was always reliable while I was there), and even randomly getting free products every once in a while. The office definitely lacked culture in general, even pre-COVID - the vibe was pretty heads-down overall - however everyone was always kind and considerate, and it was an overall pleasant and happy environment to work in. One major con was getting to the office in west Fulton Market -it's a total b|t¢h if you don't live off of the brown or blue line (they have shuttles that go to and from Merch Mart and Grand). I was spending roughly 8-10+ hours per week just commuting via public trans (from Lakeview!). So, for many, it was a major relief not having to commute after COVID hit.

We all know that COVID changed the landscape of how we work forever. When it hit, we transitioned to WFH smoothly and we were still making our numbers and growing the business. Even so, Dyson was part of the very first flurry of offices in Chicago to mandate time back in the office (it was 2+ days/week by summer 2021), and as time went on, any flexibility they had shown for remote work was eliminated. I found this regression back to "how we used to do it" for no apparent reason to be not only disappointing, but honestly, quite hypocritical coming from a company whose entire purpose is to be at the forefront of innovation. And ultimately, it seems many others did as well, as there was a definite exodus of many talented people, some of whom had physically moved to new cities during the pandemic and were told they could no longer work for the company remotely. It was sad, frustrating, and felt completely avoidable, but I digress. The majority of my team (the most talented group of individuals I've ever worked with) left within the next few months.

I do miss working for Dyson. Overall, it was a fantastic place to work. There's a certain sense of pride you get working for a company that truly is la crème de la crème. I would 100% still be working there had they been open to their employees' needs for more flexibility, as would many others.

Dyson has a lot of great, friendly people. I respected and was proud to work with my direct branch manager and regional manager. There wasn't a whole lot of communication with the executives, but this never posed an issue. I did get plenty of feedback from my RM about company direction and where our goals were, how well we were achieving them and what we could do to improve. 

Dyson's attitude towards autonomy is a double-edged sword. We each had near total control over our individual service centers which inspired a high morale and sense of responsibility. But the down-side came in the uncertainty in things that could (and did) potentially backfire. While it was uncommon, there were times when I felt a bit more direction from the higher ups could have saved us some headache.

The benefits at the time of my hiring for a starting position included full insurance, 401k and some others. These were not significantly improved on when I was raised to manager, but in retrospect I'm happier to have had them from the start considering that most other companies would not have offered them to an equivalent position.

Overall working with Dyson felt like a very good way to earn a living in a friendly environment with a healthy dose of responsibility and self-improvement.

When I first started working here it was wonderful. Good environment with positive people and the opportunity seemed infinite. By the end of my first year I was able to discern the difference between what we were told we could achieve and what we were actually allowed to achieve in this company. If you're good at your job they don't care about what would be best for you or your life; they care about the company's need for you and where they want you. Certain people are allowed to progress however in order for this to occur you have to fit a certain demographic or have a close relation to someone else in the company. They even integrated a way to make more money but even with this there was a catch. Firstly, you had to pass a test which you may or may not be allowed to take. A test that was "supposed" to be administered every 6 months; however this did not occur consistently meaning raises did not occur consistently. Secondly, they  will allow you to cross train for different departments for years and when an opportunity opens in the department they hire persons outside of the company whilst their actual employee awaits any type of response or follow up. Management is a mess and in turn so is the call center.

I will start this off by saying that Dyson as a company and a brand is okay by me, the issues lie within the management of regions. Management barely understands what they’re doing. Management for the SoCal Region is about as clueless in the beauty industry as they are with understanding and interacting with people. They give you little to no setup for success in whatever door they place you in which then means whatever sour or tense relationship the store has with management is put on you, the Dyson rep, that you then have to try to help mend. The pay starts off well and then you realize that the third party companies they have used to hire independent contractors pay a decent amount more than you get paid and don’t have half of the responsibilities that you have, save yourself the time. If you want to work for this company, wait for holiday when they’re contracting for that so you can get in when they’re selling well and you can get out as soon as the season is over and slows down so YOU can benefit from them the most and don’t have to be stuck inside of a department store dealing with catty and miserable people on one end and useless management on the back end. 


Sad to say, I didn't like it overall. The employees are fine for most people. You can get burned out quick just given the nature of the job mentally combined with their shift options I think it's a recipe for burnout.  There were 2 shift options when I was there: 4 10 hour shifts or work 6 8 hour shifts one week (you get every Sunday off being the call center is closed) then the following week you get of a typical 2 days plus Sunday (being closed). There is plenty of overtime to be had especially during peek season otherwise it has to be approved. When you work overtime they will reward gift cards to employees but 3 times (maybe more I don't remember) during my employment the gift cards were not rewarded when promised forcing the employees who worked OT to wait for that money sometimes up to a few weeks leaving a bad taste in the employees' mouth and this wait is really just brushed off telling the employee's its coming. They have an NPS system which is really unfair in my opinion to the employee as well. 


On the positive side, you do have a 401(k) the company will match you're contribution up to a certain percentage, sick time, P.T.O., etc. They do have a café with three vending machine and 4 microwaves if that's worth mentioning and 2 coffee machines throughout the call center.

This is an extremely poor company to work for, they are poorly managed, they are racist and they are very segregated. The customer service department is treated like garbage, they handle everything from trouble shooting, processing refunds, setting up customer repairs etc, etc and are only paid $13.50hr. Most companies are paying about 16hr for what they are doing. They bought in a bunch of temps which started out at $13hr and after about 7 or 8 months of stringing them along they finally hired them and reduced their pay to $12hr and they only decided to hire them because a lot of their staff quit after announcing it's move to Aurora. And to add insult to injury they are moving the company to Aurora because they want to add a "New face" to the company meaning there is to many blacks working in the call center. The supervisors are not helpful, the team leads don't want to help and you are pretty much on your own. They only provide a 30 minute lunch and two 10 minute breaks which sucks!!! I wish I never went to work for this company and unless this is a last resort for you I wouldn't advise you to work here either because you will definitely regret it unless you are not working in the call center.

I was let go because of a lapse in my FMLA coverage. I needed to re-certify but due to travel/movement restrictions because of Covid-19 I was unable to do this. I have a pre existing condition which puts me at a higher risk of catching the virus. I cannot even go out to the store. As a result I was unable to give the updated information needed. Had I been able to do so the absences I had accrued would have been covered under that leave and I would still be employed.

Be warned if you make a decision to work here. Every move you make is recorded from day one, when the paper trail starts. All of which will be saved and used against you later as the organization sees fit. I am not the first person from my hiring class to be let go as a result of an FMLA issue, someone else in my group was also kicked to the curb.

I am now without the capability to get my diabetes meds, all because of a technicality, and will become very ill without them. That the company I trusted and actually thought had my back didn't and showed me the door because I could not put my life at risk for a few pieces of paper. Once the coronavirus restrictions with regard to movement I would have given Dyson any information and forms they required.

In my short time that there I would say that it ranks with most call centers on the entry-level. There are those busy periods, and then there are slow times as well. Dealing with customer and their excitement as well as their frustrations was quite challenging on a day to day basis. In this business there is a lot to learn, but from Dyson, I learned that you have to take one situation at a time, and never take anything personally. Management changed while there, but I have to say my supervisors were great, even some of the others. They provided support on various levels, and wanted to see growth. The co-workers were energetic for the most part, some provided support, and other kept to themselves, but overall it was a decent work environment. The hardest part of the day was, when there was a customer that refused to understand how you were trying to assist them, and labeling me, as 'you people'. The most enjoyable part of the job was to learn new and better ways to assist the customer, and get to a faster resolution with them.

Top Job Titles	Average Salary
Repair technician 1 salary reported	$22.00 per hour
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Principal software engineer 7 salaries reported	$13,036 per month
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Beauty advisor 8 salaries reported	$17.63 per hour

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