Merck

www.merck.com
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A good environment where all colleagues and disciplines interacted to affect positive growth and change.

  • Senior Management
  • Career Opportunities
Former Employee - Supervisor in Lafayette, NJ
Former Employee - Supervisor in Lafayette, NJ

I worked at Merck full-time (more than 8 years)

Pros

Intelligent people. Positive mindset and interaction between disparate groups and departments. Solid leadership. Driven more by the desire to enhance our developmental drugs than by profit margins.

Cons

The only real con was being bought out by a pharma that did not work in the same manner and most certainly did not understand our business culture.

Advice to ManagementAdvice

When merging two disparate cultures you must be willing to create a new entity that incorporates the best values of both communities of workers. This means it is imperative that you have an equal ratio of senior management positions. This might seem counter-intuitive as the logic will be, by doing so, you will create tension across the organization. While it is true that there will be short term tension following this model, it is also true that there is tension irregardless of the method used. By creating an equal balance of power between the two merged companies, what you will create in the end is a single entity that has been completely renovated. This will greatly reduce the loss of valuable talent as both sides will be affected in equal measure. The idea should be that you bought the company not just for their pipeline, but also in sum with the type of organization that was able to PRODUCE this pipeline in the first place. At the end of the day, if the only thing that you have is a few compounds that have a short term gain, as all of these compounds have a finite lifespan, then you really short change the combined organization. As is the case with this merger, almost all of the talent felt a great disconnect and thus left. Therefor the only thing really gained through this merger was a short term addition to the pipeline and very little else. This is the thing that MUST be avoided at any cost. The loss of that talant...the loss of the environment that allowed those compounds to be developed in the first place is gone.

And that is exactly what you can not afford to do. It is essential that the entire culture of the mergerd companies comes across as a new beginning for all. And to do this there must be a half and half commitment by senior level leaders to make this cultural change for both entities. It must become something completely new. A brand new company that keeps all of the best people as happy as possible on both sides. And once again to do this there must be a 50/50 spilt right down the middle that creates an entirely new organization. A new organization that uses the best methods, talant, and decision making systems from both organizations. While a merger done in this way has a lot of logistical challenges and will take a bit longer to complete...the outcome will the more than worth the additional cost and time. The most difficult issue to overcome is the stress on the employees during this transition. To alleviate this stress it is vital to keep everyone in both companies completely informed as to the rational on a daily basis. Let the employees know what the logic of the merger is. Let them know that the company that will be formed is going to be completely new. That it will be an organization that takes the best of both cultures and that in the end the company formed will be the most novel and fantastic thing ever created in the industry. Let them know that they will be a part of something extraordinary in its structure, design and purpose. That with there help, the company created will be the pinnacle, the beacon of the entire industry.

The company created must be entirely new from the ground up. It must be novel and it must inspire the best of the best to come together and work with a single mission: We will become the best pharma that the world has ever seen and what we do here will be used as the model that other organizations use when they find themselves in a similar situation.

Ycomplete exodus of talent,

1254 Other Employee Reviews for Merck (View Most Recent)

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  1.  

    used to be a great company to work for

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee in Whitehouse Station, NJ
    Current Employee - Anonymous Employee in Whitehouse Station, NJ

    I have been working at Merck full-time (more than 5 years)

    Pros

    people are generally smart
    OK work-life balance
    reasonable benefit though less than before

    Cons

    passive aggressive culture
    very political
    slow decision making
    constant laying-off/restructuring lowers morale
    salaries no longer competitive
    limited career advancement

    Advice to ManagementAdvice

    treat your employees right

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
  2.  

    was a good place to work

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Video Support in Whitehouse Station, NJ
    Former Employee - Video Support in Whitehouse Station, NJ

    I worked at Merck as a contractor (less than a year)

    Pros

    Worked with great people and had a fantastic boss. work environment was good also. Loved the working hours and the job.

    Cons

    never got security badge so it made it difficult getting around the building, also never set up e-mail so I couldn't directly communicate with people.

    Advice to ManagementAdvice

    make sure people get there badge when they start.

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