Stay Away - Borderline Scam - Recensione dipendente - Senior Pricing Analyst presso Elanco

1,0
16 ago 2023
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Fictitious sense of working at a company that contributes to "animal wellbeing" (when really it's just another monopolizing conglomerate buying out smaller innovative brands to eliminate competition and increase margins to thousands of %)

Svantaggi

Disgusting management practices Compliance and audit disaster waiting to be busted Nonexistent training or development Zero process/procedure documentation No knowledge transfer facilitation Lowest employee satisfaction (Pulse survey results) Tenured personnel hogging senior positions with no work-ethic or willingness to work Constant runaround to get people to do their work

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Risposta di Elanco
2y
Thank you for sharing your concerns. We take any allegations of unethical behaviors seriously and all are investigated thoroughly. Any person can raise a concern through Elanco’s established reporting channel, IntegrityLine, which is available 24 hours a day, seven (7) days a week by telephone or online. If you have not yet done so, please report specifics to our reporting system.

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Expect to be firefighting constantly and frequently fighting against an aging facility and outdated processes.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