There are newer employer reviews for Emerson Process Management

 

Huge company, great benefits, frustratingly slow paced environment

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Anonymous Employee  in  Austin, TX
Current Employee - Anonymous Employee in Austin, TX

I have been working at Emerson Process Management full-time for more than a year

Pros

Job Security, benefits, good people

Cons

VERY slow moving, change is not welcome/wanted

Recommends
Neutral Outlook
Approves of CEO

262 Other Employee Reviews for Emerson Process Management (View Most Recent)

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  1.  

    Intern

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Intern  in  Austin, TX
    Current Employee - Intern in Austin, TX

    I have been working at Emerson Process Management full-time

    Pros

    Great management, great work enviroment, low stress days. Good company to start out with

    Cons

    There are no cons for this company

    Recommends
    Positive Outlook
    Approves of CEO
  2.  

    Inside Sales Engineer - Stable, but little room for advancement. Not a place for a driven individual.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Inside Sales Engineer  in  Boulder, CO
    Current Employee - Inside Sales Engineer in Boulder, CO

    I have been working at Emerson Process Management full-time for more than a year

    Pros

    People are nice and the company is stable and profitable.

    Cons

    They require degreed engineers for the position but they don't pay appropriate salaries for degreed engineers. This is lower than most entry engineer salaries reported by engineering schools.

    No 401k matching. No stock options. Profit sharing is good but you have to work there 1000 hrs before you're ever eligible for the profit sharing. Then you have to sit there for another 5 yrs before it fully vests. Almost 6 yrs before it's all yours. It's meaningless if you don't stay there long term.

    The CSC supervisors don't have engineering or tech backgrounds, don't have the math, science and engineering skills of those they supervise yet they have a superior position and are compensated more. This makes no sense!!

    I've heard they try to impede ISRs from leaving the CSC to different groups within the company.

    They don't share the company's financial success. There are few to no incentives. The bonus structure is setup to where it won't amount to much unless the entire Sales effort meets or exceed 100% of the year's goal, which is always set to levels the company has never achieved before, despite the fact the year was still highly profitable. Therefore, profitability doesn't equate to reward for employee. Instead, Emerson uses Micro Motion profit to fund its other business units.

    Unrealistic quoting expectations. Horrible tools that are frustratingly slow and often stop working impeding your production. Management sets the group up for failure. Systems are all over the place. They try to hide the truth from the outside sales team.

    Promotions are available only once a year and there are limited openings for promotions. Promotions are handed out based on seniority and not on what the employee is doing. Therefore, there are many people doing the work of a higher level but don't get promoted. Then they have to wait another year before they can potentially get a promotion.

    They have limited raises to go around which are often less than inflation. So, the majority of the Inside Reps are earning less and less when inflation is considered.

    There are many inside sales reps waiting for outside sales rep positions too. Don't expect to get into outside sales anytime soon if you take an inside sales position.

    The work builds no skills. You're basically a quote monkey.

    Advice to ManagementAdvice

    Align employee incentives with the organization's goals and what the ISR has control over. Reward employees for their strong performance despite the overall performance of the organization. Be more truthful to interviewees instead of lying to them, by telling them there's room to move up quickly, just to get them to take the offer.

    Promote and reward your employees when they are working at the respective level. Get rid of the once a year promotion policy. How do you expect employees to be motivated to excel?

    Give realistic raises instead of those under inflation. This is not a sustainable method and you're just asking your ISRs to look for a company that values them and rewards them.

    Doesn't Recommend
    Neutral Outlook
    Approves of CEO
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