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Senior IT Analyst at J&J, graduate of the ITLDP program

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Senior IT Analyst  in  Raritan, NJ
Current Employee - Senior IT Analyst in Raritan, NJ

I have been working at Johnson & Johnson full-time for more than 3 years

Pros

Great Benefits, flexible culture. Very relaxed atmosphere. Strong alignment to helping people with the Credo.

Cons

Organization is slow moving and it's difficult to find quick advancement opportunities.

Advice to ManagementAdvice

Meet more individually with entry level associates and connect with them on innovation.

Recommends
Positive Outlook
Approves of CEO

Other Reviews for Johnson & Johnson

  1.  

    Very good company

    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Johnson & Johnson

    Pros

    Learn a lot of things

    Cons

    Workload is a little bit high.

    Advice to ManagementAdvice

    no

  2.  

    Lack of leadership in the Pharma group

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Global Marketing  in  Raritan, NJ
    Current Employee - Global Marketing in Raritan, NJ

    I have been working at Johnson & Johnson full-time for more than 5 years

    Pros

    Good salary and bonus structure

    Cons

    Crazy global pharmaceutical leadership can't make up their minds, and when they do, it's often a lousy decision. They pursue deals based on poor decision making processes or based on cronyism and self-interest. Too many cooks in the kitchen on big deal decision making. Very poor decision making processes, very poor oversight of key decision factors. Too much politics and too much over analysis. Lack of empowerment for mid-level managers (Directors/Sr. Directors/VP1). Tight-knit clique of old-boys have their own exclusive decision making activities outside of the rest of the team who is doing all the work. Lack of trust has emerged among the general employees because of the overly sensitive, political atmosphere that permeates the culture in the global organization. Talent management is almost non-existent. Senior leaders pick favorites, and the rest of the folks get virtually no professional development or guidance for career advancement. Senior leaders for GCSO have zero leader presence. Even when they are physically present, they have low impact. They are much more interested in hob-nobbing with their management and trying to network for their own next roles, As a result, people don't really trust one another. Most employees are hunkered down just trying to make their pay, do their job, and make it to the next day. However, the smart ones who want to really make a difference are either stifled or simply get out. A few good ones remain, but are utterly baffled by what is going on around them. A pattern of employee survey results over many years reflects these sentiments very strongly. It's really unbearable.

    Advice to ManagementAdvice

    Get rid of the stodgy, old leadership in the pharma group and bring in some fresh, dynamic personalities who really want to build a world class business. Reorganize R&D and GCSO, so that GCSO is independent of R&D. Empower GCSO to be the decision maker without requiring absolute endorsement from regional leadership on long-term global strategy. Empower brand leads to make key decisions, while, of course, ultimately seeking endorsement from senior management. But give them the power to drive decisions, rather than the few in the exclusive cliques. Put the home of GCSO firmly in the US, and require the GCSO leadership to be headquartered in the US offices. Overhaul the systems and processes for strategic planning and decision making. Implement a real leader development and talent developmentt program that sets a new tone across the organization, so everyone is empowered to be a leader and strive for excellence in their roles and the roles ahead of them. Don't focus on survey result scores, but focus on leadership development, talent development, teamwork and trust. Look at your best competition, and find out what they are doing well, and the surpass them in those areas. However, ultimately, it's about leadership.

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
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