Black & Decker – Marietta, GA
• User experience planning and development • Responsible for the execution of strong interaction design and visual design principles • Facilitating… Ivy Exec
Black & Decker – Austin, TX
Education: Degree in Analytics or equivalent, Masters preferred. Experience : about 2 years; Preferred Location: Austin, TX Experience with data… Ivy Exec
Black & Decker – New Britain, CT
Manage the day to day interactions with operations management and sponsorship. Ensure… Ivy Exec
Disapproves of CEO
- Work/Life Balance
- Career Opportunities
- Comp & Benefits
- Senior Management
Great initial experience and training is given during the first few years, specially for the people within the Development Programs in Engineering, Manufacturing Management, Finance, and Supply Chain Development programs. I would say Black and Decker is an outstanding first job. There are new things to learn continuously form very experienced and savvy engineers that have developed all kinds of tools throughout the years. You never seem to stop learning something new due to continuous challenges. The day to day is very comfortable as the great majority of the employees from low level to middle management are very open and friendly. Work schedule is somewhat flexible and people are rarely micromanaged, which is definitively a plus. Access to all kinds of power tools is also a great perk if you are a hands on person (as most of the employees are). Most of the employees work very hard out of pride and solid work ethics regardless of the poor recognition (or lack thereof) from management in the form of awards/bonuses/promotions/salary increases.
Lots of promises made by management that rarely have time to come true given the never ending magical chairs game that is played from director level up. People don't seem to stay leading a department long enough to come through with promotion promises. When new management arrives, they implement their new personal plan and don't come through with previously scheduled plans. Very horizontal structure at lower levels makes promotions difficult. Lots of layers of middle to upper management in continuous motion and restructuring create constant chaos and little confidence within the ranks below. The same people are always at the top, regardless of poor performance or track record, they just keep getting shuffled around to other groups/divisions, particularly if they are part of the 'good old boys club'. Performance reviews are a joke, since certain departments have specific directions to never give employees the highest attainable ranking in performance, regardless of whether the reviews of peers and managers call for it. The difference between doing a decent 9-5 job and killing yourself working 50-60 hour weeks and doing an outstanding job for a whole year is only represented by a 0.5% increase in salary, therefore creating a lot of "I'm not going to go the extra mile for this company" attitude. The engineering and manufacturing development programs are blatantly sold as a path to faster growth within the company if people are willing to sell their lives to Black and Decker for two full years for a lower starting salary. When the two years are over and people have been sent all over the world for ridiculously difficult assignments on a moments notice, their salaries are brought to just be "in par" with new starting level hires, and they are considered to have "zero" years of experience when it comes to applying for promotions, therefore making the two years not only a waste but almost a scam as far as career and salary advancement are concerned. There is constant low morale within the company due to salary and spending freezes for all low level employees as well as the now almost routine lay-offs, yet upper management and everybody else all the way up to the CEO get enormous bonuses in the millions of dollars.
Advice to Management
How about instead of having to lay-off thousands of people world wide and freezing the salaries of the lucky employees that get to keep their jobs... senior management take some responsibility for their poor leadership and freeze their own salaries in solidarity with the rest of the company instead of giving themselves bonuses and raises (which seem to be larger every year). They continuously speak of shared responsibility and a sense of team during communication meetings, but they seem to forget the the compensation for the board of directors and CEO are of public record and everybody know they don't care as long as they keep giving each other more money.