Procter & Gamble – “what it is like to get bought out by a giant”

Pros

they talk a good talk. some of the people in HR have great experience in getting you to go along with their systems.
They have great benefits if they let you stay. A great place if you have never worked anywhere else.
They have a lot of knowledge of consumer insights and marketing research.
Looks good on your resume. If you can get in their folds it is possible to be relocated to other places around the world.

Cons

If you aren't 'raised' by them, they don't want you and will do everything they can do to get rid of you. Even if you get on board and start singing along. They will still push you out. They do not adhere to their own rules. You hear all this stuff about success drivers and Purpose Values & Principles that you are supposed to live by. But management does not live by their own rules.
It is very 1984 ish.
In meetings they talk about how as a manager you have to chose only one person to save in your boat and let the others drown.
There are management seminars on Strength Finders, Focus on your Strengths etc. But when you try to manage that way you are judged as a bad manager because you are not firing that person. But then you see other bad people around you getting promoted all the time because they are someone's friend or whatever.

Advice to Senior Management

Practice what you preach. If you are going to ask your teams to do - then you need to walk the walk and talk the talk and not do just whatever you want. Admit when you make wrong decisions.
When you say you are going to help an employee, then do it.
Listen to what your employees are saying. Don't ignore it. Don't talk bad about previous teams. It only makes you look bad.
Be aware of what your management teams are doing. There is a big problem where management doesn't look down through the levels and they do not see how some really bad people there are affecting teams. And they choose to sacrifice great people so that some really mediocre people stay on board at the detriment of the organization overall. It is as if management would rather stick by their bad decision rather than admit that they made a wrong choice and fix it.