Elanco - Just a good employer in the States - Recensione dipendente - Technical Consultant presso Elanco

3,0
12 mag 2018
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

You can work from home office, you can plan your daily job yourself, good insurance package, very nice colleagues, good supervisor

Svantaggi

I'm working now since 7 years in Elanco in Europe and it get's every year worse and worse. They cutting the cost on employees the most, but also OPEX, Compliance rules are getting more and more restricted. You can't do your job anymore in a normal way. They are not supporting when you asking for help. They try to get the most out of every employee until he is crashing, getting sick, give up. 60h/week is just normal, Sales targets are unreachable, Strategies are not well planned and executed.

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5,0
30 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Treats interns well by providing PTO during the summer shut down

Svantaggi

Didn't really have any issues with the internship.

2,0
20 feb 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Plenty of great, passionate coworkers who work hard and collaborate. I had a lot of professional flexibility and my job was always interesting. Process teams on the manufacturing floor is a great system. Offsite resources, especially technical experts, are great.

Svantaggi

Expect to be firefighting constantly and frequently fighting against an aging facility and outdated processes. No unified vision or clear prioritization from management. Misalignment between site leadership and upper/off-site management created sustained operational friction and stress for employees. Leadership turnover was frequent, contributing to ongoing instability. Because of all this, there was a super low morale and a feeling of widespread fatigue. Inconsistent communication and decision-making standards contributed to a low-trust culture, including regular informal discussion of colleagues and unprofessional and sometimes intimidating behavior in meetings. Performance feedback and perceived value were highly dependent on shifting leadership dynamics rather than consistent, objective criteria. Employees could move from being strongly supported to heavily criticized with little change in actual performance. Although a nine-box review process was supposedly used, individual outcomes were not transparently shared with employees. Onboarding and training for specialized roles were underdeveloped. Compensation was just fine for workload and scope of responsibility.

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