Danaher
2.5 of 5 117 reviews
www.danaher.com Washington, DC 5000+ Employees

Danaher Reviews

Updated Jun 27, 2014

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2.5 117 reviews

                             

48% Approve of the CEO

Danaher President, CEO, and Director Larry Culp Jr.

Larry Culp Jr.

(79 ratings)

35% of employees recommend this company to a friend
16 Employee Reviews Back to all reviews
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    Good for VP and above, rest all stay away!!

    Non-VP (Current Employee)
    Boston, MA

    ProsIf you are in industrials / manufacturing oriented domain, training in DBS and other processes is valuable. The brand is strong in such domains. If you are coming from other domains or would like to go to another domain, there are better places to go.

    ConsThey may pay you a high salary to entice you to join, but you may not get raises or promotions. Unlike technology and other progressive companies, only executive-level people get equity in the company. There are no stock options or ESPPs. Their mantra to growth is cutting out waste. So they are always on lookout to cut people. However, in essence they are managing street's expectations. Unannounced layoffs to meet near term operating profit / other metrics are quite common across holding companies. Not much job security.

    Advice to Senior ManagementShare the wealth with non-executive associates too. Treat them fairly and with respect when you layoff people.

    No, I would not recommend this company to a friend

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    2 people found this helpful  

    Get in, survive, get out

    Vice President (Current Employee)

    ProsPremiere for learning lean practices, especially at an established part of the company. Lots of smart people. If you are willing to work hard and navigate the politics, you can get a great name on your resume and learn how to be ruthless. It will may working anywhere else look easy. Get to learn change management.

    ConsGenerally the management style is one of overachieving, insecure, high ego folks who don't want to be bothered helping develop others. When things don't go perfectly, be prepared that someone will be blamed. If you're really good at your job, you get the chance to work in the underperforming or newly acquired businesses to turn them around - which means your bonus won't pay out.

    Advice to Senior ManagementReturn to your core values and drive process adherence and take the time to teach.

    No, I would not recommend this company to a friend – I'm optimistic about the outlook for this company

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    I cannot wait to leave this company - affects your health and family life

    Human Resources Manager (Current Employee)
    Wood Dale, IL

    ProsMake your own opportunities to learn and grow, work with some very bright and dedicated people (I said some) and it looks good on your resume

    ConsNumerous - budget and making the numbers are all that matter - no concern for talent development, mentoring, team building. I work in HR and had a colleague who had to pay her own way to a conference because there was no money in the budget. Yet there was money for sales conferences in Arizona. This same colleague was told by a Hiring Manager to only hire young people. Her manager ignored her for half a year because he couldn't get out of his own way. What more can I say just hoping I can get myself out of here soon.

    Advice to Senior ManagementThe only way things will change is to place people in senior management who truly know what it means to say people are our greatest asset.. Right now they are not.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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    Hostile work environment, culture of blame

    Engineering (Current Employee)
    Altoona, PA

    Pros401k and retirement contributions are fine.

    ConsTurnover is extreme, average 1 salaried employee every 12-weeks. Continuous culture of blame and a very hostile environment. There is no stepping up to admit problems because there are negative repercussions to anything off plan, or any miss on "stretch" goals.

    Advice to Senior ManagementMake this a place people want to work. Focus on the people and not so much the numbers. Empower the employees. Stop the blame game. Stop the micro-management. This is not healthcare, peoples lives are not in the balance. This is manufacturing, and profits are there. Stop the "stretch" goals.

    No, I would not recommend this company to a friend

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    Poor work/life balance - no sales culture

    Territory Sales Manager (Current Employee)

    ProsGood compensation, good benefits, some good people.

    ConsNo work life balance. Profit is everything. Short sighted. Spreadsheet centric not sales centric.

    Advice to Senior ManagementYour sales force is your true customer.

    No, I would not recommend this company to a friend – I'm optimistic about the outlook for this company

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    They know the price of everything, and the value of nothing.

    Anonymous Employee (Current Employee)

    ProsLots of training in quality. Not so much practice. If they need you they pay well.

    ConsEvery month the screws get tighter. Less vacation, fewer benefits, endless ways to chop nickles and dimes out of your total compensation.

    No, I would not recommend this company to a friend

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    Great bullet point on resume but not trustworthy

    DBSL (Current Employee)

    Pros- Will gain great experience and knowledge, especially when involved heavily with DBS (Danaher Business Systems)
    - Can drive amazing short term results

    Cons- Shark Tank!
    - Nothing matters other than metrics, cost savings, and results for the sake of upper management and shareholders; leads to massive shortcutting and neglecting of core values and top two publicized metrics (Safety, Quality)
    - DBS can be utilized for better purposes; company talks the talk but doesn't walk the walk
    - Impossible to succeed at OpCos (subsidiaries) that have been leaned out (anorexic state) and suffering from lack of reinvestment while cost metrics become more rigid; Danaher succeeds while subsidiaries eventually fail

    Advice to Senior Management- Walk the walk and reinvest in the business. Lean should be used to make the business more efficient, thereby making room to bring in more business and opportunities, not cut heads. Danaher seems stuck in the 80's/90's.

    No, I would not recommend this company to a friend – I'm optimistic about the outlook for this company

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    How to ruin a great company, ChemTreat, in three easy lessons

    District Manager (Current Employee)
    New York, NY

    ProsName recognition and decent health benefits

    ConsThe support staff has been treated like slaves. Despite meeting targets, ChemTreat refused to give the average employee a raise. Desention amongst the lower managers and their staff runs high. People are in positions of higher management without the necessary education that most companies typically require. The company was once a proud employee owned place of business that attracted the top talent in the field of water treatment. Why anyone would choose ChemTreat for their career is beyond me (except for the need for a paycheck).

    Advice to Senior ManagementGet back to the basics. Remember what made ChemTreat great. Give the salesman the power to make business decisions for their territories. You are paying people of real profitability. Stop making up your own profit numbers and looking for ways to cut bonuses.

    No, I would not recommend this company to a friend

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    6 people found this helpful  

    Danaher just bought what "use to be" a great company, Beckman Coulter.

    My Job, IT Seems, IS to Consistently Lie to Customers (Current Employee)
    Brea, CA

    ProsNone to date. Complete downgrade compared to most companies. I guess you could say "its better than nothing, then again, maybe not.

    ConsWeeks after the acquisition of Beckman Coulter, they announced an 8% reduction of all employees. Even departments that are already low on personnel are losing bodies. Our benefits were cut nearly in half and the Danaher prefered medical plan is outright an insult. United Health Care, for those of you familiar with United, I dont have to explain any more.

    Its obvious that Danahers intent is to squeeze Beckman Coulter for every drop its worth and do it in a very unappreciated manner. It s just a matter of time before they weed out the best employees and are left with people of the lowest morale. Within a few years the superb quality of Beckman Coulter products will be an old memory, and so will the family atmospere that filled most of our offices.

    Advice to Senior ManagementIt might be a good time to really start listening to employees that have true customer knowledge and stop depending on software to tell you how to run and maintain a business. There was a time when I would have taken a paycut just to keep my job because I absolutely loved going to work everyday. It was such a respectable place to work. Its not too late to get things on the right track, treat your employees with respect, and appreciate them beyond just depositing a paycheck. Make it a company that is, just not profitable, but also a great place to work and proud to be part of. It doesnt have to be such an "us versus them" workplace environment. Employees throughout the entire United States are being turned against each other from the level of competition being pushed down upon the employees. The words "unity" and "team" are used frequently by upper management, but actions speak more than words. Happy and appreciated employees build better businesses!

    No, I would not recommend this company to a friend

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    10 people found this helpful  

    This is the worst company I have ever worked for

    Anonymous Employee (Current Employee)
    Orange, CA

    ProsI have met some good people here who I know I will have lasting friendships with. I have had the opportunity to acquire experience in a number of different aspects of my field and, in doing so, have gained very valuable insight to the kind of company and department in which I want to grow old and eventually retire from.....

    Cons....and Danaher ain't it. I have not even reached the two year mark of employment with this place and am already looking for a new job. My department is so stretched to the bare bones minimum and we are so overwhelmed with the volume of our workload, that we are having trouble focusing on what our priorities are and it is often the case where tasks and deadlines fall off our plates because our plates are way too full. In spite of this, there are no plans to add headcount. The leadership within our department is nonexistant. Yes, there is a manager, directors and a VP....yet no leadership and no one with a business plan to address the needs of the department.

    Advice to Senior ManagementGood employees are difficult to come by. You comment and wonder why retention is so low. Stop viewing us as expendable livestock! Yes your bottom line is important, but more important are the little people who help you acheive it. You can only take Lean Manufacturing so far before you're employees start looking elsewhere for a company who values them.

    No, I would not recommend this company to a friend

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Glassdoor is your free inside look at Danaher reviews and ratings — including employee satisfaction and approval rating for Danaher CEO Larry Culp Jr. All 16 reviews posted anonymously by Danaher employees.