Animal oriented. Not given opportunity. - Recensione dipendente - Dipendente anonimo presso Elanco

2,0
18 set 2023
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

PTO is awesome! Mid and year end shutdowns Great things happening for animals.

Svantaggi

Leadership is good but no specific "voice" for certain departments. Never given a chance to grow professionally with the company. Projects always get to 80% and then don't cross the finish line. Chaos all the time. Meetings all the time, same topic, different group, different date/times or topic. So many meetings. Did not feel challenged or appreciated in my role.

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Risposta di Elanco
2y
Thank you for leaving a review. Employee development is a key part of our global talent management strategy. Our training and development programs involve content targeted at different segments of our workforce – including courses that are universal for all employees, training specific to job functions, and self-directed, self-paced content for additional skills growth. This year and beyond, we expect to optimize utilization of global learning and development resources to increase consulting and program awareness across business functions.

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Expect to be firefighting constantly and frequently fighting against an aging facility and outdated processes.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