Whirlpool Reviews

Updated June 25, 2015
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  1. Brought in new talent from outside the Cleveland TN area to help in transformation...Most have left or will leave...Why?

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Cleveland, TN
    Current Employee - Anonymous Employee in Cleveland, TN

    I have been working at Whirlpool full-time

    Doesn't Recommend
    Neutral Outlook
    Approves of CEO
    Doesn't Recommend
    Neutral Outlook
    Approves of CEO

    Pros

    Stable company, pay and benefits were great for the area. Great community presence in volunteer work. New Plant.

    Cons

    Quality of life and work life balance were not fair depending in which department you worked in. Receiving help was not timely or non existent.
    Upper management had favorites...

    Advice to Management

    Look at all departments and review the balance between management staffing compared to the total areas of responsibility.

    New people are brought in to help transform but hit road blocks from current employees that are only protecting their interest instead of looking out for the productivity and success of the company as a whole.


  2. For people in technical fields, this was a good company years ago, but has been going steadily downhill

    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at Whirlpool full-time

    Doesn't Recommend
    Disapproves of CEO
    Doesn't Recommend
    Disapproves of CEO

    Pros

    It's a good place for manager types and non-technical people.
    When it's a good year (housing market is up because Whirlpool's performance is dependent on it), your bonus will be bigger than those from most companies.

    Cons

    For truly technical people in engineering and science roles, there are too many to list. If you are an engineer or scientist and are a truly technically focused one, stay away. It was once an exciting and engaging place to work for technical minded people in engineering or science fields. Over the last 5 years or so it has gotten progressively worse. They say they value technical knowledge and offer a "Y" career ladder with business and technical paths for engineers starting at lead engineer, but that is just lip service and there extremely few examples of people on that ladder, and they are not the ones evaluating your progress on the technical ladder anyway, it's the non-technical people.
    The people who get ahead at Whirlpool are those who do everything but what they are supposed to do in their role, focusing on activities that are non-value added that make them seem like "leaders." The vast majority of these leaders in the technology organization at Whirlpool were not champions of product knowledge or got to their positions by true technical excellence, they were more interested in their careers and only did the things that they thought would make them look good to get there.


  3. Age discrimination and caustic culture

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Director in Benton Harbor, MI
    Former Employee - Director in Benton Harbor, MI

    I worked at Whirlpool full-time (More than 8 years)

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    Pros

    Whirlpool offers employee discounts on products which is a good benefit. The South West Michigan area is a great place to live. Lake Michigan beaches are awesome. The people are great.

    Cons

    The performance review process creates a culture were people undermine each other and don't work as a team. Whirlpool fires people as soon as they reach the age of 55. This is age discrimination of course but there is no recourse.

    Advice to Management

    Stop firing older people. You are loosing knowledge and talent which will reduce product quality. Eliminate the current review process.


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  5. Current

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Manager in Evansville, IN
    Current Employee - Manager in Evansville, IN

    I have been working at Whirlpool full-time (More than 10 years)

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    Pros

    Looks good on a resume. Forces you to deal with multiple processes, some of which are completely useless, and contradictory to success

    Cons

    No work life balance, expected to work 12 hours a day

    Advice to Management

    Come down and see how the real world is working


  6. Helpful (6)

    Another American business tragedy now in the final stages of self-destruction.

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Engineer in Saint Joseph, MI
    Current Employee - Engineer in Saint Joseph, MI

    I have been working at Whirlpool full-time (More than 8 years)

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    Pros

    1.) Most non-management employees are a pleasure to work with and very supportive.

    2.) A few very good internal processes.

    3.) Stable during economic downturn.

    4.) Very busy, no boredom, much to learn.

    5.) Several opportunities to move around within company.

    Cons

    1.) Performance Management system (Whirlpool PMP) force ranks all employees into a normal distribution with employee ratings of 1-5. 1's are top performers and receive large raises and bonuses. 5's are terminated. Each category has set percentages and must be filled. Utopia concept is that the performance bar is raised every year and eventually everyone is terminated at some point in time. CEO has been told repeatedly by Human Resources that the company forced ranking performance management system is not working.

    2.) Incredibly unhealthy, stressful, political, and "blame game" culture with high turnover. Company endorses the high turnover. but does sponsor a very small number of employees that are deemed worthy of the "Stepford Wives" culture that you feel day 1 of employment. Fortunately, many new employees do not waste their career at this company and leave on their own due to unhealthy culture.

    3.) Focus, funding, and value is placed on Sales & Marketing and not R&D, Engineering, and Quality. Typical failing American big three automotive model Whirlpool even hires top management from the automotive industry and brings in automotive philosophies.

    4.) Age discrimination practices are truly ludicrous. There are literally daily discussions on this subject. Employees that have not been promoted by early 30s and within a few years of being hired are considered expendable and are usually ranked low on the company performance scale.

    5.) Managers are forced to manage up and not down. Never experienced anything like this before.

    6.) Several managers have no direct reports, reflecting a culture that places little value on employee mentoring, coaching, development, and growth.

    7.) Bullies are promoted.

    8.) Company focus is mostly on short term goals to met quarterly financial numbers.


  7. Helpful (2)

    director

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Director in Benton Harbor, MI
    Former Employee - Director in Benton Harbor, MI

    I worked at Whirlpool full-time (More than 10 years)

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    Pros

    great products, strong Manufacturing and Technology company

    Cons

    weak leadership, poor vision at the top, only focused on cost reduction.... not brands and growth

    Advice to Management

    value your people....... experience does matter


  8. Helpful (1)

    Quality has gone way down due to the new managements ideas. Very sad for the consumer and frustrating for employees.

    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Greenville, OH
    Current Employee - Anonymous Employee in Greenville, OH

    I have been working at Whirlpool full-time (More than 10 years)

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    Pros

    Hourly wages are reasonable. Great benefits to salary employees including the newly hired ones. Not a long drive to and from work.

    Cons

    Company convenience. Job bidding and seniority mean nothing. No rights or respect for employees by management or HR.


  9. Helpful (2)

    Unfullfilled potential

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Inside Sales Representative in Knoxville, TN
    Former Employee - Inside Sales Representative in Knoxville, TN

    I worked at Whirlpool full-time (More than 5 years)

    Recommends
    Negative Outlook
    Disapproves of CEO
    Recommends
    Negative Outlook
    Disapproves of CEO

    Pros

    It's a big company and as such you can be in one part of the company and life is wonderful...other parts of the company it is just a job. If you can build internal networks effectively there is some upward mobility, but as other posts mention you need to be ready to move to Benton Harbor, Michigan. The upside is you are at a Fortune 500 company doing meaningful work and you get to enjoy a small town atmosphere.

    Cons

    Marc Bitzer, President WHR North America is a very intelligent numbers driven manager. I simply didn't interact with him enough to know if he really understands the power of company culture.

    The management of the sales force is a severe hindrance to market share. Over my six years with the company the numbers of sales people have done nothing but go down. I saw very little that indicated they kept the best in place.

    During my time with the company I saw lots of jobs awarded that were never posted internally or externally. A lot of hiring was done by the good old boy network. So if you want to join the company because you believe it is a meritocracy...keep dreaming.

    At this point there is a definite youth movement as well. During the layoff in January Whirlpool lost a lot of experience in it's field sales group. At the annual sales convention it was noticeable that there were very few grey heads anymore. Some of these changes may be growing pains as Marc Bitzer seems intent on giving the company a more international flavor in Benton Harbor and less of a men's only club in the sales organization. However, as a result at times you have fairly inexperienced managers that have a lot of clout about what happens to you and your career. Mistakes will be and have been made.

    Advice to Management

    1. Focus on Quality, not Innovation.
    2. Lead with Values, not rules and enforcement.
    3. Learn how to sell and market your products.

    Internally and externally the company like to talk about it's "consumer centric innovation" and how it delivers value to the customer and to the shareholder. Micro-Etch shelves in refrigeration...flop. Fans in front loaders...whimper. A whole new drive system in top load...arghh! Just because Gillette did a study on it (innovation) 20 years ago doesn't mean it's a hard and fast path to follow for all industries at all times. An appliance is a consumer DURABLE product. The lifespan is 10 years or more. Why focus so much attention and energy on having a constant stream of new launches? Refocus the "innovation" on incremental quality improvement and keep the same basic product for a few years longer. GE by comparison has hardly changed a handle in ten years, but soldiers on because innovation simply doesn't matter that much and they sell better than Whirlpool does.

    Frontline employees in sales, credit, service, etc are micromanaged with 15+ metrics measured constantly. Find 1-3 things that matter, measure those things, hold people accountable for those things. The other stuff you manage. One thing I always hated was signing up for meetings. That's right...management wouldn't force people to use their calendar's and so you had to sign up for meetings like you were in the third grade signing up to go to the library or something. I can remember commenting to managers about this. Their replies were something like, "if you were in management you'd understand. It's too hard because someone always wants to change the session they are in." Well, I had been in management before (as a store owner and with a company at the top of the "great place to work" survey) and it is supposed to be called management for a reason...because you have to manage things. Like exceptions to scheduling. To manage with values instead of rules you have to have better managers.

    As I mentioned before right now many are young and don't have enough experience to shake a stick at. That is the fault of upper leadership not valuing the development of leadership bench strength enough over the years. However, over the years it has been a good old boys network so there was no development going on. The company is paying a price for that now.

    As far as learning to sell and market products. Can you believe that a Fortune 500 company has no CRM solution in place for it's sales force? It's freakin' 2012!! Those of us that kept account history did so for years on excel and word documents. A CRM solution is just a basic tool that will help deliver and secure continuity of service for the trade customers. Then back to the issue of not enough sales reps in the company to service the trade. There are literally thousands of one and two store "mom & pop" accounts that could grow (some double or triple) business with the appropriate level of effort. However, the current leaders (Fettig? Bitzer? or some bean counter in finance) see sales cost as an expense to be cut rather than a tool to grow sales. It's almost ludicrous. Mom & Pop aside there are too many larger accounts that don't get the attention they deserve either. Retail dealers or Builder dealers do not get the attention they need to drive market share overall for the company...and it can't be done without hiring more sales people.

    Whirlpool with the addition of Maytag should be close to 50% market share. They have trouble holding at 40%. I haven't checked in a while, but last I saw they were sinking towards 36%. There's a saying at Whirlpool, "If we ever get our act together we will steamroll the competition...if they get their act together they will steamroll us."


  10. Helpful (1)

    Hope to never work for a major corporation again.

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Trade Partner Support Specialist in Saint Joseph, MI
    Former Employee - Trade Partner Support Specialist in Saint Joseph, MI

    I worked at Whirlpool full-time (More than a year)

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    Pros

    They do give you a lot of free stuff or sell them at good discounts!

    Cons

    The only way to move up in this company is if you know the right person or kiss enough ass.


  11. Helpful (2)

    Good company to work for, limited chances to make a significant contribution and grow professionally

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Supply Chain Manager in Saint Joseph, MI
    Current Employee - Supply Chain Manager in Saint Joseph, MI

    I have been working at Whirlpool full-time (More than 5 years)

    Doesn't Recommend
    Neutral Outlook
    Approves of CEO
    Doesn't Recommend
    Neutral Outlook
    Approves of CEO

    Pros

    Solid brand with exposure to multiple areas of the business.
    Opportunity to learn process development and process control.

    Cons

    Strategic direction of the company is consistently changing and functional areas do not/cannot align.
    Does not provide leadership development opportunities. Always seeking the next "top talent" without understanding the implications or training required to grow talent.

    Advice to Management

    Choose a path to grow the company and pursue, the continued meeting of bottom lines through cost cutting does not feed innovation or drive talent development. Leadership is touted, but in reality is weak. Take hold of every opportunity to develop junior employees and strategically bring in outside talent, do not use it as standard practice. Stop the continued focus on individual functional area results, actually hold groups accountable for the performance of the shared company goals.



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