There are newer employer reviews for IDEXX Laboratories, Inc.

4 people found this helpful  

Disappointed--avoid if possible

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - R&D Manager  in  Westbrook, ME
Current Employee - R&D Manager in Westbrook, ME

I have been working at IDEXX Laboratories, Inc. full-time for more than 10 years

Pros

if negotiated well and lucky you get good wage and benefits,not guaranteed !!.

Cons

--Full of managers playing politics ,with complete disregard for existing employees (R&D)
--No respect for current full time employees ,so no company loyalty built,every one tries to get his head in the game.
--all talk no action.
--Contractors given more importance than 15-20yrs exp employees.
--forget on promotions unless you can do some politics.

Advice to ManagementAdvice

--Take some action dont just talk
--value your existing employees ,they are the best resource
--Hire talented managers ,

Doesn't Recommend
Disapproves of CEO

161 Other Employee Reviews for IDEXX Laboratories, Inc. (View Most Recent)

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  1. 8 people found this helpful  

    No accountability. Very inconsistent from one department to another.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Engineer  in  Westbrook, ME
    Current Employee - Engineer in Westbrook, ME

    I have been working at IDEXX Laboratories, Inc. full-time for more than 3 years

    Pros

    Very 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.

    Cons

    Corporate 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 ManagementAdvice

    Ethics: 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.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
  2. 5 people found this helpful  

    Competitive pay but definite drawbacks

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Customer Support Consultant  in  Eau Claire, WI
    Former Employee - Customer Support Consultant in 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, which was about the only thing I liked abou the job

    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' to be based on seniority, you could be schedule for any shift. You end up working more weekends and holidays then they initially let on. The job itself was pretty stressful and the supervisors were unhelpful. New people started out with higher salary than older workers...high turnaround because even though they say they do, you get the impression the company does NOT value it's employees. Also, there wasn't really room to 'move up' in the company. I applied to several different positions but only received lateral movement.

    Advice to ManagementAdvice

    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 lower. Also fix the all the software bugs in Cornerstone before trying to come out with new features/releases. Customers get extremely frustrated with this, and so do the frontline call centers who have to deal with these customers.

    Doesn't Recommend
    Neutral Outlook
    Approves of CEO
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