Physio-Control

  www.physio-control.com
  www.physio-control.com
There are newer employer reviews for Physio-Control

2 people found this helpful  

Company is growing its own identity

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

I have been working at Physio-Control full-time (more than 3 years)

Pros

Good people, who want to work hard and a great product.

Cons

Management is too big picture and not enough spent on upgrades to systems to bring the company to the 21st century. Can never be world class with systems from the 1980. Customers expect more, even if management doesn't want to pay for it.

Advice to ManagementAdvice

With all the people leaving the company it should be a wake up call that you need to invest in the system and your people.

Doesn't Recommend
Positive Outlook
Disapproves of CEO

60 Other Employee Reviews for Physio-Control (View Most Recent)

Sort: Rating Date
  1.  

    Used to be a good company, NOT any more!!!

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee in Redmond, WA
    Former Employee - Anonymous Employee in Redmond, WA

    I worked at Physio-Control full-time (more than an year)

    Pros

    good compensation, nice co-workers, onsite clinic and gym

    Cons

    It used to be a good company to work for, but not any more after it fully divested from Medtronic. People either start to leave for another company or get fired. Everyone has been given more work than they can handle. Physio is in a healthcare industry, but the company itself is becoming unhealthy working environment. Work-life balance does not exist in many departments.

    Advice to ManagementAdvice

    Everyone has their limits, if those Senior Team Leaders don't start questioning why people start leaving, eventually it would lose all the talented people.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  2. 1 person found this helpful  

    Big Visions, poor execution

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee in Redmond, WA
    Former Employee - Anonymous Employee in Redmond, WA

    I worked at Physio-Control full-time (more than 3 years)

    Pros

    Ability to develop life saving devices and work with some very talented people

    Cons

    Infighting, folks unwilling or afraid to speak up, inadequate resources and the typical Seattle passive aggressive behavior where folks 'agree' within a meeting and then do everything outside a meeting to sabotage the 'agreement.' It is a place where the appearance of agreeing is valued more than actually performing the work. The company has a very top-heavy management system (13 VPS for a company of <500) in which VP's are managing at the level of directors resulting in micromanagement of talented people as well as overlapping and conflicting processes and databases that are roadblocks to teams.

    Advice to ManagementAdvice

    The CEO and CFO needs to start being proactive in dealing with problems, rather than repeatedly shooting the messenger when they hear information on project costs where others have told them the same costs and risks . Effective risk management is risk management where all information is heard; and then used to mitigate a situation rather than burying one's head in the sand.

    Be more proactive, and make decisions in a timely fashion to scrap or eliminate a project when the cost (resource time + materials+test + process change time) to rework/repair/save the inventory is the same or greater than the inventory value. Not all inventory can or should be saved and not all projects deserve to move forward, hence the term 'sunk' cost. Ignoring a problem does not make it go away, it only grows larger, riskier, and more expensive to solve.

     Be bold and eliminate some of their oldest product lines this year and start obsoleting several of their newer product lines within 5 years of their release to the market place rather than keep extending them past their 8 year lifecycle because the customers love them.

    Of course the customer loves them! They get continuing service on a 15-20 year old product and don't have to invest or learn in anything new regarding the product. What does the company get in return? The company faces increased cost and regulatory risks from evolving and tougher manufacturing and engineering standards on products that were designed to simpler standards and with obsoleted parts that require redesigns.

    The upshot of maintaining product lines older than 8 years old? Most of your resources (manufacturing + engineering) are applied to sustaining work, working recalls, and the company enters a vicious cycle of how to do NPI with inadequate resources as well as maintain the infrastructure to support very old product lines. This is a recipe for political infighting, multiple reorganizations per year, late projects, and arguments between departments, mistakes, regulatory heavy-handedness, and folks afraid to speak the truth. A company that has endured two consent decrees within ten years is a company that has ineffectual top-level management and an inability or unwillingness of that top-line management to effectively address problems as they occur.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
There are newer employer reviews for Physio-Control

Work at Physio-Control? Share Your Experiences

Physio-Control

 
Click to Rate
or

Your response will be removed from the review – this cannot be undone.