Much has been written about Videojet’s contributions to the industrial printing industry. As one of today’s most popular coding and marking companies, Videojet is known all over the world for its well-made inkjet printers, laser marking systems, and thermal transfer overprinters. With a global sales network that extends across 135 countries, Videojet’s name is synonymous with quality, as its product marking and case coding systems are frequently listed among the best the industry has to offer.
Videojet’s strong reputation today is built upon decades of delivering innovative coding solutions and responsive customer service. Its history can be traced back to the A.B. Dick Company, an organization that sold groundbreaking copying technology during the late 1800s. In the 1960s, the A.B. Dick Company created a division called Videograph Operations to focus on continuous inkjet printing and other industrial printing technologies. Over time, Videograph Operations evolved into Videojet, but its commitment to quality printing hardware remained the same.
Although Videojet makes solid products, how does the company treat its employees? Is Videojet a good company to work for, or is it riddled with problems? Here, we take a look at Videojet’s company culture by examining online reviews and relaying insider comments.
Before we dive into the information provided by our insiders, it’s important to examine how Videojet is structured and how current and former employees are speaking about the company in open forums. Let’s start with the basics:
As is natural with a company of this size, Videojet has positions for everything from basic logistics work (e.g., packers and shipping/receiving clerks) and support field agents to software development. Generally speaking, permanent employees receive relatively standard benefits, including:
Salary information for Videojet is difficult to obtain, even from internal employees. Consequently, we suggest turning to Glassdoor reports to see available salary information for specific positions.
Now that we’ve covered the basic company structure of Videojet and its available benefits, we can look into what a daily workday might look like. To begin, we can look at the general culture that the company promotes. Here’s what one our of insiders tells us:
“Many Videojet employees are very confident and sometimes can be perceived as having arrogance in their own way. Part of Videojet being the premium price leader, the employer messaging of being on “the top of the food chain” within the industry means any of its employees that want to stay in coding and marking would be making a backward career move by going to a competitor.”
This type of elitist rhetoric is reportedly used to increase employee retention and stave off high turnover rates. Videojet has found success with this method, as it claims to have “the largest field technical service team” in the market. In turn, this large team is used as a selling point for Videojet, as our insider explains here:
“Because CIJ, TTO, and PALM solutions are often installed at sites with low-skilled, high turnover labor, and because these solutions are often specified in difficult site environments (think dusty or moist; excessively low or high temperatures), they have earned a reputation for being technologies that require constant attention and repeated maintenance.
Therefore, Videojet sales presentations always include a component showing a geographical map with the number of field technical service “heads.” It is a consistent focus—bragging about a technical service manpower advantage. This means that prospects and customers often have a preconceived notion that the most important aspect of selecting a CIJ solution is how many field service technicians are available for after-sales support. This is not always the case.”
Because Videojet fixates on being the “best coding and marking company” and having a highly-populated workplace, workers can be led into awkward situations with clients, especially when these factors are cited during routine price increases. Our insiders report on this issue below:
“Since the service organization is so large, and the installed base is so vast with various levels of ‘promised service’ (i.e. customers under a service contract may receive a favorable service status and a higher level of attention than customers not under contract), there can be customer conflict leading to buyer’s remorse.
Compare it to Disneyland where they sell ‘cut the line’ passes for attractions. How do you feel when you see others going to the front of the line ahead of you? Videojet does not treat all customers equally. Since there are ‘capability gaps’ among service technicians, a dot on the map does not always mean a technician that is compliant with CIJ technology (the dot could represent a laser, TTO, PALM, or TIJ specialist). So Videojet tends to exaggerate its advantage in its sales pitch.”
While Videojet does provide its workers with solid benefits and industry-standard pay, its elitist culture may rub certain workers the wrong way, especially when the company is using its name and status as justification for price hikes, segmenting customers based on annual spending, and deciding response times based on that annual spend. If you’re working in the field and a client has questions about why their service, consumables, or repeat equipment prices are rising, you’re likely to end up in an awkward situation. However, Videojet’s high stature in the coding and marking industry makes for a natural resume stand-out.
If you’ve worked for Videojet before and would like to share your personal experiences, we would love to hear from you. Reach out today to voice your opinion!
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