Eli Lilly

  www.lilly.com
  www.lilly.com
There are newer employer reviews for Eli Lilly

1 person found this helpful  

Has its ups and downs depending on your supervisor

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Current Employee - Anonymous Employee in Indianapolis, IN
Current Employee - Anonymous Employee in Indianapolis, IN

I have been working at Eli Lilly

Pros

Very smart coworkers. Opportunities to grow a career

Cons

Some managers only "manage up" and dont care about their direct reports
Could use more senior employees with experience other than at Lilly.

Advice to ManagementAdvice

Pay attention to the values of those you promote. A company is only as good as its managers.

Approves of CEO

579 Other Employee Reviews for Eli Lilly (View Most Recent)

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  1.  

    It's a very challenging, yet flexible work environment.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Anonymous Employee in Indianapolis, IN
    Current Employee - Anonymous Employee in Indianapolis, IN

    I have been working at Eli Lilly

    Pros

    Benefits, salary, work/life balance, extremely talented and bright colleagues. When starting at the company, colleagues were extremely helpful with my transition.

    Cons

    Often wonder about future position within company due to patent life cycles.

    Advice to ManagementAdvice

    Direct supervisors are fantastic; senior leadership are communicative and honest.

    Recommends
    Approves of CEO
  2. 2 people found this helpful  

    Less than satisfactory.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Associate Consultant in Indianapolis, IN
    Current Employee - Associate Consultant in Indianapolis, IN

    I have been working at Eli Lilly

    Pros

    Support for life issues is overwhelming. Benefits, although cut in recent years, are still better than other large employers within and without the pharmaceutical industry.

    Cons

    1. Highly political - org talks a big talk on performance, but at the end of the day, performance is not what matters for advancement. Being seen in "the right" meetings is career counseling often rendered, with little deference to ability to deliver solid results.
    2. Bureaucratic - too much consensus and too little autonomy. Accountability and Trust are thinly veiled by micromanagement.
    3. Organizational values, though clearly defined, are rarely adhered to with particular regard to "Respect For People." Focus on diversity is on the "Big D" and the "little d" is often overlooked or ignored. Feedback is often "white wash" or "vanilla icing". The culture does not embrace open and honest feedback. People are often delivered unbalanced feedback, creating the perception that they are performing at a higher level than is actually the case. This in turn, breeds condescension and a enables more politics.

    Advice to ManagementAdvice

    The company is technically strong but weak on management (people) skills. This is evidenced by the fact that Fortune Magazine has not placed Eli Lilly on the 100 best places to work list in over 5 years. Managers go to training sessions (Situational Leadersip II), but are not held accountable to deliver results based on that training over a sustained period of time. It is a three day check the box exercise. This is considered "being trained." The organization holds no one responsible for delivering results using the methods of that training. This is consistent with other attributes of leadership and related training.

    There are pockets of individuals, both management and individual contributors, who are passionate about, and believe in the value of Transformation. However, they become frustrated by many of the cons cited above. Frank and honest feedback, with the expectation that behavior modification follows, would enable a greater degree of engagement and eventually the critical mass required to bring truly meaningful transformation to the organization.

    The organization, and leadership are not self aware. A strong look into the concept of emotional intelligence and defining the behaviors that drive success in transformation, and then modeling them through all levels of the organization, would help immensely.

    Disapproves of CEO
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