Fostering Innovation with unwavering focus on R&D - Recensione dipendente - Regulatory Affairs Manager presso Elanco

3,0
6 set 2020
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

There is never a dull or lazy moment at Elanco from a perspective of opportunities to get involved in diverse projects and challenging or novel activities. The culture from a work allocation/project management/individual growth in new projects point of view, is truly global, credible and value-adding for all its employees irrespective of location. There is thrust to be innovative and think out of the box in most roles at Elanco. Additionally, there is encouragement from global stakeholders to take up responsibilities in areas of development for all individuals, a great platform to dabble in different teams with a chance for career growth within the organization.

Svantaggi

The HR systems, processes and decisions at certain location(s) might seem arbitrary or not consistent with the global standards - although country-specific policy alterations would be necessary and understandable, the global Elanco spirit of complete transparency and neutrality might seem perfunctory and tepid.

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Risposta di Elanco
5y
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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Expect to be firefighting constantly and frequently fighting against an aging facility and outdated processes.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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