Elanco is an animal health company that cares about people - Recensione dipendente - Sales Representative presso Elanco

5,0
29 giu 2018
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Elanco genuinely cares about all people, from their employees, to customers, and human needs around the world. They are striving to improve food accessibility through healthier animals producing more food, and take that cause to heart. The leadership of the company is incredibly humble, knows about their employees, and takes care of them.

Svantaggi

As of 06/2018, the future is a little unsteady, but some look at it as an exciting time for growth and change. It is a global company so you might be asked to move across the world, which some people are into.

Esplora altre recensioni su Elanco

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Expect to be firefighting constantly and frequently fighting against an aging facility and outdated processes.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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