Interesting place - Recensione dipendente - Principal Scientist presso Elanco

4,0
7 dic 2022
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Constant growth, challenging job. Immediate management listens and is open to input

Svantaggi

Company is constantly reorganizing. Focused on growth and market share which is fair enough but makes some really strange acquisitions, several of which did not work out as planned, but they keep doing it. A facility can be a critical asset now and then closed a year later after the latest acquisition made it irrelevant.

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Risposta di Elanco
3y
Thank you for your commitment to Elanco and sharing this feedback. We have passed your note along to management. As you know, we encourage a speak up culture and also suggest you discuss this feedback with your manager.

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Expect to be firefighting constantly and frequently fighting against an aging facility and outdated processes.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