Bausch & Lomb Reviews

Pros

Great benefits and good working environment. Flexible hours and genuine concerm for employees. Some managers were consistently fair. Company tried to be a great place to work.

Cons

No opportunities for promotion within. If you didn't work for the company, you had a better chance of a higher position within.

Advice to Senior Management

Keep your older workers and promote from within. Keep your promises to people and be fair!! Reward hard work with more and better opportunities for current employees!

Pros

Goals are generally clearly communicated, and priorities are well established. There is plenty of work to be done.

Cons

I actually like my job, but find it very difficult to develop any camaraderie with my coworkers. The environment here is very cut-throat, everyone is always looking out for themselves. This culture is actually often encouraged by management, pitting team members against each other. Management is strictly interested in making money, very little to no emphasis on people- they say they care, but they clearly don't.

Pros

good commute good benefir package

Cons

rush to goals without clear planning

Advice to Senior Management

should open to constructive suggestions, allow employees to voice concerns

Pros

Best reason to work for Bausch & Lomb - the people and their commitment to providing eye care products and services to their consumers and customers.

Cons

Constant organizational and structural change which limit the capabilities of the sales and marketing organizations. Created a challenging work environment and mistrust at times.

Advice to Senior Management

Invest and provide the organization with the necessary tools to be successful.

Pros

Good benefits from day one. In addition, staff is understanding when there is a need for time off requests. Opportunities to train if you are looking to learn more.

Cons

Associates are always watching and scruitinizing every move you make. The SOP's are always up for interpretation and can be used against you at management's discretion.

Advice to Senior Management

There is a strong need for the SOP's to be revised for clarity. In addition, there needs to be an appeal process for the implementation of the corrective action process.

Pros

Great vacation given as a new hire
Awesome 401k match
Company makes good product that are known around the world

Cons

Blue collar employees treated much differently than white collar.
Different rules for different people
Leads are allowed to play on Internet while everybody else works

Advice to Senior Management

Make warehouse leads work, their laziness takes away from everybody's motivation.
Blue collar workers deserve the same respect as white collar workers

Pros

Beautiful office
Great 401K Plan
Nice view

Cons

Senior Management is a revolving door
Little to no communication from management
Salary is not competitive
Extremely under resourced

Pros

Great pay and benefits exceed other companies.

Cons

Local management in Lynchburg is horrible!

Advice to Senior Management

Change management at Lynchburg VA facility.

Pros

401k and health benefits were decent however medical plans were extremely high. Small company with great name recognition; easy to take on and learn many different skills than other places. The people were mostly of high caliber about 5-10 years ago, but most of the talented employees have left. Very good work/life balance and flexible work schedule.

Cons

Where to begin, too many cons to fit in this box.........upper management at the executive level has been completely useless for the past 15+ years. Zarella was the beginning of the end, he was more worried about his 35 million golden parachute after running the company literally into bankruptcy and making sure his hotel rooms had 600 thread count sheets then about the success of the company or employees. Tampa facility continuously outperformed other sites in the company, but layoffs were a constant in Tampa to save jobs in Rochester. Center of Excellence in Rochester is a total sham. I went there numerous times and saw the utter incompetence and waste of valuable resources (Goodman facility is ALL overhead with no contribution to the bottom line). Corporate led projects were constantly fed money with NO progress whatsoever. There was no accountability. High performers were treated the same as mediocre employees. Too many mid and senior level managers for a company of that size. The organization chart looked like an inverted evolutionary tree. The business environment was completely run by politics and had nothing to do with talent and innovation. Employees are underpaid and under respected with no opportunities for advancement within the company. The people running the Tampa facility run it with an "iron fist" and it amazes me how their continual incompetence is continuously tolerated and rewarded. I have never seen so many talented employees in one place leave in a matter of a few years time. For the Tampa area, its the best game in town if you're in pharma. The only reason people stay there is because there are no repercussions for mediocre work and they like living in Tampa. If another decent company opened a facility nearby there would be a mass exodus of people clawing over one another to escape. If youre reading this, there IS life outside of B+L. A good employer can be so rewarding and this doesnt have to be sacrificed to live in a place like Tampa. Leaving there was the best thing I EVER did for my career and my career has taken off since leaving. No place is perfect by any means, but that place sucks the life out of your veins!

Advice to Senior Management

I don't think any advice would undo the mess that's been created there. B+L was once a proud and historic company, now reduced to a has-been living on it's past accolades in a little over 10 years. You cannot cost-cut your way to prosperity. Sure, it helps the bottom line for Warburg Pincus, but the truly great and successful companies innovate and redefine their market, not cost-cut and chase after every low margin product. There is a reason other companies aren't chasing the markets you're in. They've figured out that the products are a waste of money and resources with little to no ROI. If I were Brent Saunders and Fred Hassan, I would stop hiring people that I worked wih at my previous company (ie - Gerald Ostrov) and promote from within if there is any talent left to promote from. If there isn't, I would hire talented people from outside the company from other industry leading organizations and have them start peeling back the layers and get rid of all of the incompetent low, mid and senior level management. Foster what little internal employee talent you have left, and you will win back the morale of the employees. Don't preach what you can't deliver. All of your predecessors said the same thing and accomplished none of it.........innovation and quality are two things sorely lacking at every level in your company. Make something of this proud and historic company, don't suck it dry for millions of dollars in salary for your own benefit like your predecessors, make it something to be proud of again. I have a lot of close friends that still work there and I feel sorry for them because I remember what it was like to go there every day, with zero hope and little motivation. I wish the company would have given them and myself more career opportunities, but I finally realized B+L was holding my career back and the only way to benefit was to leave for other opportunities. I didn't want to leave, but when you're not given any choice, you have to come to the realization that leaving was the only choice. I haven't looked back since, but still miss the close relationships I made while working there.

Pros

good vacation package at times.

Cons

The possibilities for being promoted from within are slim to none
The CEO and his friends who came from other companies run the show
inside talent is underestimated
HR staff needs to be revisited
managers are ruthless. HR does not protect employee confidentiality when they report management misconduct.

Advice to Senior Management

Promote from within, learn how to communicate, train current employees who want to learn, so that they can gr