Bayer

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Bayer Chairman & CEO Dr. Marijn Dekkers
Dr. Marijn Dekkers
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  1. 2 people found this helpful  

    Senior tax accountant

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Senior Tax Accountant in Pittsburgh, PA
    Former Employee - Senior Tax Accountant in Pittsburgh, PA

    I worked at Bayer full-time (more than 5 years)

    Pros

    Long hours, antiquated systems, poor communications and petty coworkers. These were frequently mentioned as conditions that ensured job security because no one else would be willing to work in them. Work life balance was an abstract concept that in most cases did not apply.

    That said, this is a truly global entity and as such is fascinating in most respects. There are different people from all over the world that work to make a better life through the use of science. Entire companies are in various stages of advance and decline, new companies are being formed and old companies are divested and all of this activity is within the Bayer corporate group. If that is the dynamic business environment that you are looking for, they have it at Bayer.

    I don't want to sound bitter or cynical, I am not, believe it or not I am grateful for the 5.5 years I worked at Bayer. But what I said in the first paragraph is true. Systems have been (and I think will continue to be) in a more or less constant state of change. This means that the report you developed last year is no longer available, or the information platform has migrated to the new version and the old version is not compatible or not available. So you have to find the new way. (Sounds like flexibility to me)

    The people who are responsible for using those various systems to communicate and report financial results must find a way to identify their individual and collective strengths and weaknesses and work together in order for the company to succeed in the years ahead.

    Cons

    The culture at Bayer reflects an institutionalized narcissism. There was an air of self absorption and self promotion that permeated the environment there. Appearances are prioritized over substantive work contributions. I was repeatedly told that it did not matter how hard I worked or what I accomplished. The thing that did matter was what my manager thought of me. I resented this. When bonuses were awarded, I was told "they spread them like peanut butter" meaning everyone got the same bonus and usually everyone got the same raise. I don't particularly care for peanut butter, and the notion that everyone deserved the same is a lie.

    The ideals of Leadership Integrity Flexibility and Efficiency were officially espoused on posters and company emails, the reality was that it was not the ideals themselves that were important at all, it was the appearance of having them listed as guiding principles. My view is that this is a dangerous hypocrisy and will negatively effect the company going forward.

    The other major challenge for anyone considering Bayer as a potential employer is this: This is a huge company. In order for you to have an impact of any measurable significance (Good or Bad!), you will have to literally perform a miracle. For some, there is a notion of great security in this condition. They seem to think that they would have to make a really major mistake in order for there to be any negative consequence. I never bought into that thinking, I think your work, no matter how small, always makes a difference. My advice, find a good group and do good work and let that be enough.

    Lastly, while I was employed at Bayer, I witnessed first hand the retirement of some key people. These were people that I looked up to and valued. I think the company needs to consider the cost to the company of letting these people go. These people who have years of knowledge and the history of the transactions, the policies and procedures in place and the how and why answers. I think instead of a cake and a dinner party and a handshake at the door, I would seek to engage these minds and use a period of time to transition and call them back when needed to get their input and advice. Too much talent is wasted.

    Advice to ManagementAdvice

    Quit. Reapply to your old positions with the new HR system and see if you can get your old job back. I think it would be a good test for the systems and for you. Let me know how it works out. Best of Luck.

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