IDEXX Laboratories, Inc.

  www.idexx.com
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8 people found this helpful  

No accountability. Very inconsistent from one department to another.

Engineer (Current Employee) Westbrook, ME

ProsVery complicated and intellectually challenging work. Clean, modern facility. Freedom to do your work how you like. Some departments are amazing, creative, and professionally exciting. IDEXX is a good place to ride out the bad economy.

ConsCorporate culture:
IDEXX is made up out of at least a dozen tribes with very different levels of ethics and treatment of employees. Where you wind up is completely dependent on the skills and vision of the managers in your reporting line. Some groups (esp R&D) are very Laissez-faire. This is nice as far as freedom, but communication and accountability are lacking. One department will undermine another. There is not enough alignment regarding tools and methods resulting in significant wasted effort and energy.

Management culture:
Many managers are good people who have no management knowledge/skills, but have learned how to survive by controlling the information that goes to their manager. Some managers avoid accountability by evading integration tools that would optimize company performance by creating metrics. Survival is very political, and managers who have outlived several rounds of senior management have become sensitive to anything that reveals problems that need to be fixed. (Survival is dependent on making your peers look good). Several abusive or incompetent managers have been allowed to continue to operate for years, and years, and years despite complaints.

Working environment:
Some roles are highly matrixed. Some people provide deliverables for 6-12 managers/projects/products, but don't report to any of them. New people with zero experience are hired in at a higher rate of pay than than your peers who have been working for years, and who are then expected to train the new college kids. New staff is always hired through temp agencies, not through HR and therefore are not what the company needs. Managers are surprised when the new hire isn't interested in the work they were hired to do.

There are often no goals or baselined expectations for many employees. When goals are set they can be crazy or difficult to manage because of changing objectives, and impossible to manage with unskilled managers. (EX: One person I know was told they needed experience presenting, and was given a goal to present their coworker's project updates to management. Another was given a goal to manage the interns in their department because the manager who the interns reported to did not even try to manage them). Annual reviews are roulette, and don't seem to have any correlation to effort or deliverables. Reviews are highly dependent on 360s, and the people filling out 360s do not know what has been asked of you.

Advice to Senior ManagementEthics: You are taking the right steps by trying to improve the culture, but you need to accelerate it and create accountability to it. Stop holding managers accountable to having an "action plan" to deal with problems - hold managers accountable to the RESULTS that plan gets! You need to hire middle/upper management that is more entrepreneurial/ will be more engaged with their staff. The gentlemen you have been hiring from giant bio-med companies are great guys, but they are accustomed to not know what is going on at the front line and very slow progress.

Line of Business: LOB managers are held accountable for product and project team deliverables, but none of the staff on teams report to them. This creates a complete barrier to accountability. This is a common matrix organization issue, and there are a battery of potential ways to deal with it. Work with a matrix consulting firm to develop a plan so your teams can get traction. The initial growth curve of the company will flatten or will only be possible to maintain through acquisitions unless you replace the flat tires.

R&D: Promoting brilliant technical personnel into management should only be done when the person exhibits strong managerial capability, they should be supported by mentors/HR, and be able to step away from their technical roles. Many people aspire to management, but very few will excel at it. Unless you develop standards for management, R&D will continue to be less efficient and cost effective than it should.

HR: The highest ethical standards need to be demanded of HR while the company develops an integrated culture. Low standards of the past must be dispensed with immediately, and HR staff that has earned distrust with the employee population must be shifted over or out if you want to remove barriers to progress. Hire HR personnel with high standards only, empower and listen to HR. Without a stellar HR team, we will not improve.

No, I would not recommend this company to a friend

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    5 people found this helpful  

    Competitive pay but definite drawbacks

    Customer Support Consultant (Former Employee) Eau Claire, WI

    I worked at IDEXX Laboratories, Inc. full-time for more than 3 years

    Pros: As a Software Support Tech I made double minimum wage,… Cons: In this department, the hours varied between 6:30 AM an 8:00 PM (so hard to find childcare for this reason!) and although it is 'supposed'… Advice to Senior Management: VALUE THE EMPLOYEES YOU HAVE. Give the employees that have been there a while higher wages, better hours, and start the new ones off slightly… No, I would not recommend this company to a friend More

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Approves of CEO

     

    Great Place to Work

    Manager (Current Employee) Westbrook, ME

    I have been working at IDEXX Laboratories, Inc. full-time for more than 8 years

    Pros: IDEXX provides a challenging and rewarding environment to work in. It is one of the few publicly traded international companies located in the greater… Cons: The flip side of an ambitious growth plan is that employees are often called upon to perform heroic bouts of productivity in order to achieve… Advice to Senior Management: Keep up the good work on the engagement, wellness, and… Yes, I would recommend this company to a friend – I'm optimistic about the outlook for this company… More

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