There are newer employer reviews for Hunter Douglas (US)

 

Great company for Entry level.

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Market Manager
Current Employee - Market Manager

I have been working at Hunter Douglas (US) full-time

Pros

great benefits, very well known in its industry

Cons

Lot of who knows who, you do not worth anything even though you work your bottom off, you might move upward if you have good relations with upper management. low pay

Advice to ManagementAdvice

I think you shouldn't fire somebody and hire somebody else just for saving $20000 a year.

Doesn't Recommend
Neutral Outlook
Disapproves of CEO

20 Other Employee Reviews for Hunter Douglas (US) (View Most Recent)

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  1. 1 person found this helpful  

    Poorly managed,

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Buyer in Broomfield, CO
    Former Employee - Buyer in Broomfield, CO

    I worked at Hunter Douglas (US) full-time (more than 5 years)

    Pros

    Good People. They have innovative designers and very unique products

    Cons

    A lot of "good old boy" attitudes at the top management level. Many programs brought in to increase morale, but managment does not really buy in. They state that they do, but their actions speak more loudly. They outsourced a lot of their plastics and fabrics (Japan and China) closing down or nearly closing their own vertically integrated plants.

    Advice to ManagementAdvice

    leave.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
  2.  

    Used to be a Great Company to Work For

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Director of Operations in West Sacramento, CA
    Former Employee - Director of Operations in West Sacramento, CA

    I worked at Hunter Douglas (US) full-time (more than 5 years)

    Pros

    - Reasonable bonus opportunity for low to middle managers and most salaried employees; large bonus opportunity for senior managers and executives.
    - Employee purchase program provides discount (but most hourly employees still can't afford their own products).
    - Company continues to be profitable even in housing and economic downturn.
    - Numerous managers in the Window Fashions Division genuinely care about the employees.
    - Generally positive attempts at involving floor level employees in continuous improvement.
    - The increasing rate at which HD is purchasing independent fabricators (which will eventually result in the demise of independents and the IFG management group) results in more efficient operations and better control of quality for the company as a whole.

    Cons

    - Too much dependence on the Costco account has put the company at risk
    - There seems to be a common view in the entire company that significant change is needed to survive in the long term but no one seems willing to do it. This awareness coupled with lack of action creates a very odd, and nepotistic, culture.
    - The business unit silos in WFD (as noted in other reviews) has created significant duplication of effort, tremendous waste in processes and overhead, and no longer results in the healthy competition that it was originally designed for.
    - The negative attitudes between different Divisions (Window Fashions vs. Fabrication vs. Independent vs etc.) results in a work environment that is not open to solving problems and reducing waste.
    - I have observed executive management in the Fabrication Division speak negatively about an employee behind that employee's back but in front of his/her peers. This was on multiple occasions and was all the more revolting given that the same executive management would not address the issue directly with the person. Simply the oddest and most inexcusable management behavior I have ever seen.
    - This is not just opinion, but something that is openly discussed among senior managers: the company is "top heavy" with way too many Presidents, VPs, & Directors for it's size. Seems that everyone is waiting for the current regime to retire at the end of 2013 and for someone else to come in and restructure.
    - Inconsistent bonus opportunity across Divisions and sites for the hourly employees creates animosity toward senior & executive management. Those that do the daily work and really make it happen get $100 at end of year in Fab Division - except in the Salt Lake Plant which is also allowed to have a weekly bonus top in addition. In the Window Fashions Division they get 5% of annual wages.
    - The Fabrication Division claims to be on a lean journey similar to Toyota but only emphasizes one of the two pillars of the Toyota Way: focuses on Continuous improvement pillar while ignoring "Respect for People" pillar.

    Advice to ManagementAdvice

    Flatten the company structure. Address the the inconsistencies in basic policies and behaviors noted above. Develop a real long term strategy and stick to it. Stop saying that employees are your most important asset until you treat them that way again.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
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