Avery Dennison Reviews

Pros

Freedom to do what had to be done. A lot of opportunities. Working in an international environment. A great deal of complexity that, when handled correctly, gave you a real sense of accomplishment.

Cons

Management didn't communicate well. Had to live with some bad decisions from above and then try to avoid the blame when the results came in.

Advice to Senior Management

Provide clear paths of promotion for employees and respect the effort that individuals make to the overall success of the business.

Pros

Laid back, not over your shoulder, Good pay and vacation accrual.

Cons

Negative co workers. Difficult to get to day shift

Advice to Senior Management

Listen to some of the employees with outside experience. Avery Dennison way is not the best way in many cases

Pros

competative salary and attractive over all package, good location and good company,

Cons

Looked good on paper not great in real life, management not taking any work life balance in to consideration at all.

Advice to Senior Management

Be abit ,more Human and listen to your people.

Pros

- professional trainings
- good company culture
- valueable and recognizable working experience in a fortune 500 company

Cons

- work allocation is not that reasonable, considering the job title and R&R they put on your account.
- work can be very stressful for peak season

Pros

You can run your business preety independently. Great on work ethics and terms of conduct. Some great professionals you can learn a lot from. Open communication.

Cons

It depends a lot on your boss, if he's a great guy, solid professional and with a world vision you're ok. Some try to micro manage too much and are only looking for their own career advancement.

Advice to Senior Management

In Brazil, Avery recently lost some key managers due to very poor supervision, advancement opportunities and a clear defficiency from management to understand the complexities of the region. The fact that all general managers are foreigners ( a colombian, a german and a portuguese ) is hard to explain to Brazilian mid-level managers looking for the next step. The new RH manager seems much more interested in building up her network within the company than get the job done.

Pros

Avery Dennison had a good communication structure so it was easy to find information about projects you were working on.

Cons

Some of the meeting could probably be broken up into multiple meetings so that things could be done more efficiently.

Advice to Senior Management

The use of interdepartmental meetings is a good way to familiarize people from different areas of the company with each other. This helps to build a solid communication structure within the company.

Pros

friendly work environment/nice coworkers/great learning opportunity

Cons

Limited open positions
budget cut

Pros

Work/Life balance is (historically) fair

Cons

cost cutting has driven staffing levels so low it is not possible to be successful.

Pros

Very diverse culture. Have the opportunity to move to different job catagories within the company. Multiple locations across US and globally. A lot of long term employees on the floor and upper management side.

Cons

Advancement is heavily weight on the people you know rather than what can you do. Very limited communication from upper management on important issues.

Advice to Senior Management

Communicate better to the plant level, not just to the office that the top leadership are in. Better evaluation system for career advancement.

Pros

Training given to site supervisors and managers is plentiful - Avery is good about providing training resources to develop their in-house talent.

Cons

stubbornly stick to goal metrics, with little thought of the plans and resources needed to hit the targets. Targets are set by division mgmt [usually nice round numbers - meaning little/no statistical work used to generate the target value] - then indiv sites are left to their own devices on how to hit the number, no divisional support given - other than admonishment to try harder - not helpful!

Advice to Senior Management

Slow down the 'personnel swirl'. Supervisors/managers intent to climbing their career ladders often do not spend enough time in one position to move the performance needle in their role. Suggest that promotions/transfers be based more on 'show me' performance in their current job.