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30+ days ago

Manufacturing Manager

Watlow Electric Manufacturing Saint Louis, MO +2 locations

• Manage all aspects of Value Stream production necessary to achieve business unit goals and overall Watlow strategic directives. • Create and/or… Watlow Electric Manufacturing

Watlow Electric Manufacturing Reviews

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Peter T. Desloge
21 Ratings
  • Talent isn't rewarded or valued

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I worked at Watlow Electric Manufacturing full-time (More than 3 years)


    The building is getting updated and now they're getting a new lunch room area. Personal friendships were great with co-workers. Lots of training to learning Lean Manufacturing concepts.


    HR is NOT an employee advocate. They don't stick up for people very often and most feel HR will not help but add to your problems if you voice concerns to them. The pay structure was changed and there are small promotions you can now earn but very limited in the amount of pay for those promotions you'll receive. On the floor we had 2 steps we can move to Assembler 1 or 2. This was $1 more only an hour. The expectations were a lot more and time invested was a lot greater for that $1. Tried to move up to the office area groups, but unless your close to the 3 heads of the facility you wont move up quickly or at all. Even if I did move up to the office area I don't think it would have worked out. Most that I talk to are aggravated with Watlow. They seem scared to say it out loud or have it mentioned that they said it, for fear of reprisal. Concerns they have are left festering for fear that if they say them, they'll be called a negative person and ostracized from future of promotions. Some long time team member told me that the pay-bands for these groups has not seen a correction since they have been here. Examples were given that the floor operators got a major bump years ago with minimum wage changes and competitiveness. The office group members pay stayed the same. Watlow doesn't like people that are good solid workers happy at doing the job they have unless they want to do more in life. You can be a great worker but if your just comfortable and happy with the job you have you're not held in high regards. you have to always want more responsibility. As long as you don't want more money when you get that new responsibility. Equipment is old and constantly breaking. Still, they expect your numbers to be great everyday. Can't make parts if stuff is broken around you. OT is a mix of volunteer and the most painful mandatory OT. Yes, I said mandatory. You can find out by mid-week that you need to work Sat. and if you don't cancel your plans or don't show you are written up for it. This is my weekend and if I have plans or tickets I need to drop my life to support Watlow. The last issues with this company is that they prefer new people over current employees. This is for 2 reasons. The pay is less and they can move them around easily place to place for a few months with little pushback. After a few months they have become old news and are now overlooked as they focus on the new person again.

    Advice to Management

    Pay structure is terrible. You eliminated payouts once you top out the pay band. The rest of the world doesn't stop raising prices though. That means I can't keep doing my job and have to try moving up to the next level even if I have no interest in doing that work. Raises are nothing short of insulting to good workers and rewarding for bad workers. Expect excuses each year why the raises are 2.5% only. The company's health insurance gets worse each year in expense, and the deductible is now $4,000 -$6,000. For most people that could be 10-25% of their gross pay. This always greeted with the usual response of "at least we have insurance". Stop changing your team and organizational structure up. Every year there's some major change we're making to "help work flow". Each time it seems to need to be redone the following year. All this is, is a way to avoid hiring enough people to do the job's they come up with. Why does management not have to live by the same rules the rest of the building needs to live by. Changes or suggestions by anyone else need data and justification. Some in management need to recite a lean process theory or a loose yearly strategy connection and that's good enough for their idea to be done. For the rest of us, we need to write up a 10 page rationale on why we should do something. The final remark to management look at all the people that keep leaving in the last few years. That should tell you something. Each time people leave you sell yourselves to the concept of people are leaving for anything but pay or benefit issues. Most people are aware that if you say your leaving for those to reasons you'll either get a lecture on why Watlow is great or be later noted not to rehire if you want to come back. Most give lame reasons instead to avoid the issues.

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