Vantaggi
Cargill Corn Milling purchased the Fort Dodge location from Tate & Lyle and finished building using foreign technology. In many cases, it probably would have been easier to raze what T&L built and start from scratch. The plant started operations in fall 2013. The staff are full of optimism and enthusiasm, recognizing the opportunity we have - that we are starting our culture from the beginning. Many people are heard to say, "If this isn't a good place to work in two years, then it's OUR fault." The leadership team has a solid plan for building employee engagement and retention, and are very cognizant of their role in establishing and supporting the site culture. Excellent investment in hourly staff, including Covey's Seven Habits training for everyone. Focus on occupational safety and food safety is strong. Community outreach program was robust in the beginning. Cargill senior leadership visit twice a year, and Corn Milling Senior Leadership more often; very approachable and personable.
Svantaggi
Most of the salaried positions are filled by inexperienced personnel, who are in stretch assignments, PLUS the stress of starting up a new plant. Not enough focus on development paths and career investment. "Address it or drop it" slogan isn't working out as positively as it does on paper, still a lot of closed-door discussions. Not sure that the culture vision is shared with or supported by most recent leadership hires. Poor work/life balance; people are getting burned out after start-up. Lower pay, less vacation than comparable companies. Too long between advancement opportunities. Experience outside of Cargill isn't counted the same. Not enough accountability for values deviations and repeat safety violations, leading to disillusionment among the management staff. Push for team building and community outreach in the beginning starting to fade in favor of operations challenges.