Great Benefits - Recensione dipendente - Lab Technician and Senior Operator presso Elanco

4,0
29 lug 2021
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

The benefits are great at Elanco and the pay is fair. I am the label printer at Elanco Winslow. My job is challenging but rewarding.

Svantaggi

Attention to detail is sometimes lacking and the production process is cluttered with unnecessary steps. Sometimes I think the company is overboard on security. Having certain job functions like customer service and procurement in other locations tends to be frustrating and inefficient. Working remotely is good, but sometimes being on-site is the best way to understand the daily flow and perform your job to your best ability.

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Expect to be firefighting constantly and frequently fighting against an aging facility and outdated processes.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