There are newer employer reviews for Emerson
There are newer employer reviews for Emerson

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Helpful (1)

Great Company, clueless 1st tier leadership

  • Work/Life Balance
  • Culture & Values
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Current Employee - Corporate IT in Saint Louis, MO
Current Employee - Corporate IT in Saint Louis, MO

I have been working at Emerson full-time (More than 5 years)

Recommends
Negative Outlook
Approves of CEO
Recommends
Negative Outlook
Approves of CEO

Pros

Paychecks dont bounce. large budgets with reletivly easy funding of Projects.

Cons

Managers are more concerned about thier reputation than doing the right thing for the company.Managers lie to sr leaders. we all know what happens to a lie.

Advice to Management

quit hiding behind smoke and mirrors and give the team credit and recognition.

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  1. Great Place to Work

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Intern - Co-Op in Sidney, OH
    Former Intern - Co-Op in Sidney, OH

    I worked at Emerson as an intern (Less than a year)

    Recommends
    Positive Outlook
    Approves of CEO
    Recommends
    Positive Outlook
    Approves of CEO

    Pros

    Friendly people and interesting assignments

    Cons

    A little far from major cities


  2. Helpful (4)

    Good company that could be great...when it gets out of it's own way...

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

    I worked at Emerson full-time (More than 5 years)

    Recommends
    Neutral Outlook
    No opinion of CEO
    Recommends
    Neutral Outlook
    No opinion of CEO

    Pros

    Depending on the particular business unit, team, and manager one has, there is an excellent work - life balance. That work life balance is what ultimately makes up for 80% of the cons of working there and why so many people choose to stay. Also, great people work there for decades (literally) making it almost like a normal dysfunctional family that is willing to work with employees when they fail AND the employee is willing and determined to dust themselves off and get back up again. Also, most important, if one can understand the business and products, almost as well as one-self, and figure out and successfully navigate the politics (and they are considerable there as anywhere else), and one is quietly or effectively (produce results consistently) ambitious, one can create one's own role within the company and chart one's own successful career path at Emerson and within their Local Business Partner community (the LBPs - the outside, customer facing sales force - are a key and critical component of the Emerson business and of employees wanting to advance within North America).

    Cons

    Salary rate is low for the Austin divisions relative to the overall market and competitors in the process automation universe and relative to other divisions of the overall Emerson Process family. The company knows and states that it can and does trade on salary for the fact that employees can say they work / have worked at Emerson and be credible / competitive. Several newer employees (without stating numbers or grade) are heard to state that they take a pay cut to work at Emerson, but the work - life balance does make up for it.
    Benefits, also, not so great; again, work - life balance seem to make up for this. Another reviewer mentioned that in order to advance one must travel a great deal, that is true. One must also be willing to travel and frog leap throughout the businesses and, often, world continents to advance either back within the business they started out in or elsewhere in Emerson. This can be challenging for young and seasoned employees alike.
    There is little successful career development that is not employee motivated (i.e. unless an employee asks their fellow employees, they might not know of what tools and training exist to help them move forward and up). The tools and training are there when HR is asked about them, but they're mostly for individuals headed and hand-picked for the management track; or HR is not engaged and states that managers should (but often don't) know of what is available. And the tools are there if one has a manager who is interested in developing others and aware of said tools.
    One of the biggest and most glaring cons is that there are few women in leadership positions. They either get to the glass ceiling, get through it, then do not advance from there; or they get tired of the politics and leave for a place with a better environment for women in leadership. The one's that are there and lasting and are not engineers are in the typical HR roles where true change to the business does not seem to take place.
    Lastly, the ability to innovate the business seems to be completely impossible (with the exception of their Technology division where the mavericks seems to exist and are a necessity for the company's continued success and evolution). This lack of business innovation seems to be owning in large part to the constant re-organisations (one every 6 to 8 months; apparently not that different for most businesses...) that do not have the opportunity to yield the desired results (which are usually unclear...), and the departure of employees and managers for other parts of the business after a few years, however, the company continues to make money...so something's working.

    Advice to Management

    Implement the plan to improve salaries based on true merit in a way that motivates the existing employees to work better. Allow managers the time, tools, and opportunity to manage their groups in a way that benefits the GROUP and not just their own career. Promote the RIGHT people to be managers, not just people who have seniority by years with the company; people who know how to develop others and teams and function with the best interest of both the business and it's employees. Re-visit your hiring and employment practices regarding women; truly develop the one's already within the business and that may allow you to attract more of the best and the brightest of the few that enter into engineering.


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