An Inside Look into Axis Americas

By Isabella Cheng, Published Feb 01, 2021, 07:35am EST

What is it like to work at Axis Communications in the Americas? Is it like being family or does it encourage complacency?

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IPVM conducted numerous interviews with former Axis Americas employees to learn more about the company as well as feedback from Axis Americas management.

In this report, IPVM examines the following:

  • Family company culture
  • Sales pressure low
  • Teamwork v. Hunting sales strategy
  • Positives: culture, training, onboarding
  • Negatives: complacency, little room for growth

This is the second in a series of posts examining the operations of video surveillance companies. For previous coverage, see An Inside Look into LTS.

Family ******* ******* ******* ******* ******** *************

****' ****** ****** ******* in ***** ******** ************* are ******* ****** *** something **** ********* ************ pointed *** ** *** best **** ** ******* at ****. **** ********* frequently ***** **** ***** relationships *** **** **** have **** **** ***** leaving *** *******. **** described *** ******* ** "second ** ****", **** multiple ****** ****** **** loved *** "***********" *** close *********** **** ***** at *** *******. ****** were ******** ******* **** each ***** *** ***** know **** *****'* ****' names ** ****** **** other's ****' ******** *******. Because **** ****** **** these ******** ************* **** their ********* *** ********, they ***** **** **** their *** ****** ****** than **** * ****** to ****.

*** ****** ******* ** Axis ** ** ********** that **** ************ **** they **** ******* ** give ** *** ** have * ***** ******* culture. *** *********** **** IPVM:

*****’* ********** * *** between **** *** *** market ************, *** **'* not ***********. *****, *** benefits *** ******* **** the *** **********. *** example, ** ***** **** a ***** ******* ***** year, ********* *** ***** to ********* ******** *** somewhere ****, ***** ******** looked ******* **.

*****, ******* **** ******** cautioned **** **** ****** not ** "***** ***** its *******":

***** ***** ** ** a ********* ** ** truly *********** ** *** market, ******* **** **** their ******* ** *** main ****** ****** ****. People **** ** **** up *** ** ******** for **** *******. ** you're ******* *** ****** culture *** ****, **** fine, *** * *** of ****** ***'* **** to ** **** **** or **** ***** ******** just ** **** ****** culture. ****** ******** ***** being ********* ********** *** Axis ** **** ***** about *** *******.

***** *** ** ***** culture ******** ******** ******** relationships, **** ********* ** coworkers ** ********* *** attractive ** ********. *** example, *** **** ******** shared **** **** ********* a **** ************ ************ and ***** *** **** this ******* ***** ******* Axis *** *** *** value ** ***** ******** relationships:

*** *********** ** "****** a ******** *****" ** huge - *** *** develop ****** ***** ******** and ******** ************* **** people. *** ****** *** are ************ ******, **’* a ***** ***** ** work. *** *******, ******** will **** ***** ***'** from, **** ***'* ****, your ***'* ****, *** your ****' *****. *** team ** ****** *****-****, and ******** ** **** as ***** *** ******. While * ***’* **** that **** ** ******* because * ****** ** keep ****** ************, * think * *** ** the ******** ** ****** who ********* **** ** Axis.

Hard ** *** *****

** ** **** ** get ***** ** ****, multiple ************ **** ****. This ** ******** *** sales ***** ** ******** can ** **** *** salespeople *** ***** *** first ** ** ***. However, ******** ** ***** security *************, **** ** more ******* ** ****** and ***** *** *********** chances ** ******* ***** numbers ****** **** ******* them *******. *** *******, one *********** ****** ***** perspective ** ****** *** sales ******** ** ****:

**** ***** *** ****** to *** **% ** their ******. ** *** weren’t ******* **** *****, they ***** ****** **** quota ********* ** *** you *** **** ****.

*** ***** ******** ** lower **** ** ***** places, *** ** *** don’t *** **** ****** for * ******** ** a ***, **** *** an *********** *******. **** would **** *** ** top **** ** *** region ** **** **** you *** ** **** to *** *** ** improve, ****** **** ****** you ** *****.

****** ****** ** **** "safe" ** ****, ********* to ******* **** ********. However, **** ******** ***** people **** **** ******* Axis "**** ***** ****** who **** ** ** well *** ***** ** internal ******** **** ***** people ********** ** ** well." **** *********** **** IPVM, "*** *** ** be ******, ****** *** to ** ***** **** Axis."

Teamwork ***** ******** **** ******* *** *****

**** ******+ ********* ** *** Americas, ********* ~** ** the ** ***** ****, ~20 ** *****, *** ~30 ** ******* *** LinkedIn. * ********** ***** from **** ********:

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**** ** * *********** number, ************ ** ****' ~30 ********* ** ******* is **** ********* **** some ******** ************* **** in *** ** *** US.

****: **** ** *********** in ******, **** *** Americas ********* ************** *****, support, *** ***** **********, not *&*, ***** ** done ** ******.

****' ******** ***** **** leads ** * ***** strategy **** ***** ******* teamwork ****** **** *********** salespeople ** ** *** and *********** **** *** sales *** *** ********. Its ******* *** ***** record *** ******** ****** long-term *********, ** **** so **** '*******' *** sales ** *** *** norm ** ****. * past ******** **** **** Axis' ********** *** *** is ********* ** **** lack ** * ****** mentality ** *****:

**** ** ********* *** paying ****** ***** ****** average *** *** *** Axis ************ ** ** when **** **** *****, the ****** ** **** more ************** ** *** brand ****** **** ****** to ** * ******, so ***** *****'* **** to ** ** **** incentive *** *** ****** to ****. *** *********** has ** **** **** support ** ***** *****.

Positives: ******* *******, ******** ********/**********

***** ******* ******* *** a **** ******** ********** process **** *** ****** that **** ********* ************ liked ***** ***** **** at ****. ************ **** genuinely ********* ** *** relationships **** **** *** felt ********* ** ****** by *** *******. *******, they **** **** ***** were *********** ********* ********* for **** ** *** to *** ********** ** their ***** *** ** use ** *******.

**** ******* ** **** friendly *** ******** ******** employees **** ******. *** example, * **** ******** shared ** ******** **** IPVM ***** *** *********** of **** **** * fellow ***'* ***** ****** sick:

**** ** ***** *** one ***’* *** ****** surgery **** ****** * large ****** ** *****, they **** ** *** of **** **** ** people **** ******* ** donate **** ******** ****, the ******* ***** **** the **** **** **** and ***** **** ****** to ****** ******* *** medical ****. ****** ** hours, **** *** *** money *** *** ***.

*** **** ******** **** said **** ***** ****** its ******, ******* ** anecdote ************ *******, ** ** *** Americas, ********** ******* *** to **** ****-**** *******:

** * ******** ***** show, * **** **** up ** ******* ******* and ****, "** *** need ** ** ***** someone ** * ***** show ** ***** *** learn, **** *** ** know." *******, ******* ** taking ** ** ** my **********, ******** ******* replied, "***** ***, *** I **** *** *** to ****** **** * good ******* ******* ** your ****. ***’** ******* traveling ****** ** ** is."

* *** ******* ** his ******** ******* * lot ** ***** ********** would **** ********** ***** me ** ** **** and **** ** ** a ************ *** **** day.

****** *** ********** ** build ***** *************, ******* by * ***** ** "Axis **********" *** *** very ******** ******* *********** that *** ****** ***** and *********. **** ************ also ******** **** ***-**-*** work ******, ** *** past ******** ****:

**** *** ***** * meeting ** ****, ***** 5-10 ******* ** ****** small **** ***** **** weekend, **** ****, **** life. ** *** **** just **** ** ** the ******* *****, **'* considered ****.

**** ******** *** ********** was **** ************ ****** about ** ********** ** many **** *********. **** puts **** *** ********* to ***** ********* *** gives **** *** *********** to ********** ****** ** the ******** ** ** Massachusetts *** ****** ** in ******. **** ***** people, *****, **** **** they *** ******* *** a **** ** *** Axis ******. *** **** employee ******:

*** ** *** **** parts ** ** **** experience *** **********. **** sent ******* *** * welcome ****** ****** ** first ***. *** *** companies ***** **** *** time ** ** ****. It ****** ***** *** feel **** *** *** part ** * ****.

******* **** ******** ****** the **** ******** ***** a ******** ********** ******* and **** **** ************ provided *********:

** ***** * ****** at **** *** *** training, ********* * ********* office *****, ***** ** the ** ******. * even **** ** ***** states ** **** **** reps. ** *** * really ******* *** ********* onboarding *******. ********** *** amazing *** ********.

* **** **** * had ***** ****** ***** that * ****** ** be ********** ** **** job, *** **** *** able *** ******* ** provide * *** ** resources.

*** *********** **** **** their ******* *** ********** supportive ** ****** ********* to ****:

* *** ********* ******* I *** * **** boss *** *** * good ********, ********** ** new ***** *** ** people *** ****** ** learn ****** ***** ***-**-*** responsibilities. ** *** ****** supportive ** ********* ********, classes, *****, *** ****** sure **** ****** **** these ************* **** ********* to ****.

Negatives: *********** ******* *** ****** **** *** ******

*******, *** ******** ** a ***, ****-***** ******* can ** * ******-***** sword, ******* ****** ** observe ****** "********" *** be ********** ** ***** roles. ***** ** ** hard ** *** ***** at ****, ******** ** low, ***** **** ***** to ***** **** ********** positions *** ****** ** transition ****. ****, * number ** **** ********* have **** **** *** reason **** **** **** was **** **** *** not *** *** **** room *** ****** ** the *******.

***** **** *** * strong ******* *******, **** culture *** **** **** it ****** *** ****** to ***** ** *** job **** ****** ***********. One **** ******** *** said ******* *** *** best ***** ***** **** also ******* ***:

*** *** **** ****** almost **** ** *** detriment- ** ***** *** as ** ********** *********** lazy. *** ***’* **** to ** *** ********, business ***** ** ***, and **** ****** ****** leads ** ********.

******* **** ******** ***** complacency **** *** ***** pressure ** * ****** of ****' **** ************ and ****** ******* (*.*. if *** *** **** it **, *** *** do *** ***, ** no *** ******** *** constantly):

***** *** **** ************ at **** ******* **** are ***** ** *** they ***, ** *** are ******** ** **** what *** *** *****. The ****** ******* *** choice ** ********* **** maintain ****, ** *****’* not **** ******* ** a ***** ********. *****'* also * ***** ****** with **********: *** *** hired **** ******* ***** set, ** *** *** given ****** ** **** go *******. *** **** is * ****** ***** sword. **** ****** *** sit ****, *** *** phone **** *** **** off ** ****'* *********** brand.

*********** *** **** ***** Axis' ******* ** ****** new ******** *** **** indirectly ****** ****** **** because *** ******** ***** there *** *** ****** open ********** ***** *** employees ** **** ****. Multiple **** ********* **** they **** **** ******* there *** ** ****** left *** **** ** the *******. *** *******, one **** ****:

***** *** ******* ************* for ****** ****** *** Americas ************ ** * certain *****, ****** *** are ******* ** ******** to ******. ******** **** is ***** ** ** helping **** ***** *** want ** ****, ** a ******* ***** *** no ****** *** **** by *** ******* ** the ********* ** *** company.

******* ****** *** **** ideas:

* ****’* *** * lot ** **** ** the *** ** *** time. ** *** ****, Axis ****’* ******* ** the ***** ***** ****** could ** ****** ********. I *** ******* *** growth, *** ***** *****'* a *** ** ********* to **** ****.

*** ***** ******** **** because ** *** **** reason. **** ***** ***** challenges ** ****, **** told ****:

*** ************* ** **** from ****** ***** ** better. * ****** ****** a ******** *********** **** with **** *** ***** was ***** ** **** role *** ****, ** I ****.

Axis ********** ********

**** ******* *** ** Axis ******** ********** *** feedback, ************ ** *** challenges ** *********** *** a **** ** ********* for ********* ** **** into. **** *********:

** *** *** *****, Axis *** * **** strong ******* **** ******* how ** **** *** develop ******, *** ** go ***** *** ****, and *** ** ******** with *** ******** *** customers ** *** ******* to **** *** ***** a *******, ***** *****. As * ******, ** are ********** ** **** a ***** ***** ** talented ************* *** *** dedicated ** ******* *** evolving ***** ** *** customers. ********** ****** ****** where ***** ** *********** and ** *** ***** to **** *** ****** for ******, ***, **************, corporate *******, *** ********* support.

***** ****, ** **** focused *** ******** *** development ******* ** ************ career ***** *** ********* the **** ********** ** leaders *** **** **** us ******** *** **** our ****** ********. ** that ***** ****** ** time, ** **** ******* our ****** ** ****** managers *** **** **** half ** ***** ********* were ****** **********. * am **** ***** ** report **** ** ****, it *** ***** **** our ******* ** ********* and ********* **** **** off; **% ** *** new ***** *** **% of ***** ******** **** new ***** **** *****. Lastly, ** **** ** were ***** ** * Great ***** ** **** in **** *** ** and ****** *** *** ratings ** ********* **** never **** ******.

Vote / ****

Comments (6)

**** *****'* ***** ******** positions ** ******* ****** within *** **** ***** (often *** **** ****** of **** *****) ***** are ***** ** ** a ******* **** ** promotion. **** ** **** it **: **** **** a **** ******* & it's * ****** *********** to **** ****, *** not *** ****.

Agree: 1
Disagree
Informative
Unhelpful
Funny

******** ********* ** ******* nature ****** *** **** state (***** *** **** region ** **** *****) there *** ***** ** be * ******* **** to *********

*** ***** ******* **** is ******* ******** **** is *******. ***** *******'* culture ** ********* * lot ********* **** ****, it **** ** *********** to *** *** ******* deals **** * ******* challenge ** ****** ** many *********** ******** ******* and ******* ***********.

******* ** ** ~*** employees, **** ~*** *** continuing ** **** *********** in *** **.

Agree
Disagree
Informative: 1
Unhelpful
Funny

**** ******* ***** * lot ** ***** *** some ** *** ****** I **** *** **** joined *** ******.

Agree: 3
Disagree
Informative: 2
Unhelpful
Funny

**** ******** ***** ***** and ********** ******* *** good ** *** *******, culture ** **** ******* you ** *** *********.

Agree: 18
Disagree
Informative: 2
Unhelpful
Funny

***** **** *** ** my ***** **** ********* slights **, ** ****** daily **********, * ****** not ********* *** ** Axis’ **** ********** ******. Money ** ****, *** not ***** ***** ******** psychological ****** *** ** an ***** ***** ***** more ************— ** **** and **** ***** ** anyway.

Agree: 13
Disagree
Informative: 4
Unhelpful
Funny: 3

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Agree
Disagree
Informative
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