Elanco Winslow site is a good place to work - Recensione dipendente - QA Associate presso Elanco

4,0
4 giu 2021
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Elanco is dedicated to provide fair wages and helps to develop their employees. They have great benefits and recognition programs that allow every employee to express gratitude for someone doing a good job or helping in an impactful way.

Svantaggi

This is a production based site, so that means that the goal is around producing as much as possible with as little as possible. That can add stress, but the management is always working on reducing that stress in any way they can and are always looking for reasonable solutions from the floor. I have worked at other companies where the employees concerns were never heard.

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Risposta di Elanco
5y
Thanks for sharing this detailed feedback. We want our people to feel heard and valued so will take it seriously.

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Expect to be firefighting constantly and frequently fighting against an aging facility and outdated processes.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