Great place to work - Recensione dipendente - Dipendente anonimo presso Elanco

5,0
8 nov 2022
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

very flexible work policies and they live the corporate values of integrity, respect, and excellence. They care about career planning and value a speak up culture and a One Elanco mindset (act like an owner and do what is best for the customer and the company).

Svantaggi

A lot of growing pains as we have done several major acquisitions and separated from the previous parent company (Eli Lilly). We'll get there and I am excited about where we are headed.

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Risposta di Elanco
3y
“We’ll get there and I’m excited about where we are headed” – Thank you so much for sharing. We agree! We are excited by Elanco’s growth and position today as a global leader in animal health.

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Expect to be firefighting constantly and frequently fighting against an aging facility and outdated processes.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