Sun Products Corporation

www.sunproductscorp.com
There are newer employer reviews for Sun Products Corporation

1 person found this helpful  

Laid-back working environment

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Current Employee - Anonymous Employee
Current Employee - Anonymous Employee

I have been working at Sun Products Corporation

Pros

Laid-back working environment. Easy going management

Cons

Lot of politics. Disorganized. No opportunity to promote. Lack communication between management and employees

Doesn't Recommend
No opinion of CEO

52 Other Employee Reviews for Sun Products Corporation (View Most Recent)

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  1. 1 person found this helpful  

    Inconsistency between the message and the action

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Leadership
    Current Employee - Leadership

    I have been working at Sun Products Corporation

    Pros

    Sun is one of the larger employers in the area, and pays a decent wage for the Bowling Green market. If you don't mind the long hours (12 hour shifts) and rotating days off, the schedule actually works out pretty well for a lot of people. The benefits offered are above average, starting on the first day of work--for everyone, not just management--and everyone starts with 2 weeks of vacation. The majority of the department managers are good and know what they are doing and will treat you fairly if you do your job and are fair to them. The factory itself is clean and the work itself is not difficult or heavy. Sun sometimes posts job openings internally first before recruiting externally, so if you are interested in moving laterally or upwards, it's possible since it is a large organization.

    Cons

    One of the major downsides is that the night shifts receive very little support or communication from the management, save for a couple of department managers who will make the effort to stay late and/or come in early to touch base with the night shifts. HR support is nil, and employee advocacy is a concept that is foreign to HR at Sun--management is always right no matter what the facts of the situation might be. I hope that this turns around since I have seen other companies unionize when employees feel that nobody is on their side.

    The other major downside that I have seen is that there is a great deal of promotions being given based on politics and favortism, and not necessarily one's ability to do the job. This has created a lot of talk and some resentment among the mid-level leadership, and it isn't fair to those who are qualified and quietly come in and do their jobs without grandstanding and playing the political games. It's also worth noting that there are few women in the upper leadership roles at this facility.

    There is a major disconnect between the Lean initiatives the company is saying they embrace and the continual creation of more middle-management jobs, which are jobs duplicating or even tripling the efforts of jobs they already have in place and filled...just don't get this part!!!

    Advice to ManagementAdvice

    1) Provide support to all shifts/departments equally. With the top-heavy staffing at the location, there is definitely the leadership manpower to do this.

    2) Networking is great, we all like to promote those we know, but there has to be a balance. Implement 360 degree reviews, talk to more than one person, do some serious looking at the merits of each candidate before deciding on who to promote. It should be based on merit.

    3) More balanced role for HR--Someone has muzzled the HR department but they really should be allowed to be more objective in management-employee conflicts. I've been wrong as a manager, and I'm sure that I am not the only one.

    4) Too much middle management being added, and too much duplication of efforts at the location--we don't need any more duplicate jobs here.

    5) What works for corporate does not necessarily work for other locations, and this includes here. Go ahead and do what they say so you don't get in trouble, but adapt it to fit Bowling Green.

    Doesn't Recommend
    No opinion of CEO
  2.  

    Ideals & Vision vs. Reality

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

    I worked at Sun Products Corporation full-time (more than a year)

    Pros

    Sun Products is a relatively large company and frequently has internal job openings for individuals who are open to career growth and/or relocation. The benefits are above average for the geographic area which I worked in, and the starting pay for hourly associates and upper management are very competitive for the area. Some members of the leadership team are very focused on doing their jobs, developing their direct reports, and are free of self-interest on the job. Sun Products has an excellent safety record in their industry (Manufacturing) and has won some very prestigious awards in this area--safety is definitely part of the culture and is taken seriously. The Senior HR Manager and Maintenance Manager are excellent at this site, as are some of the training staff to name some of the better leaders. Sun also does a pretty decent job of actively recruiting and hiring a diverse workforce.

    Cons

    Despite paying above-market wages, Sun suffers from very high turnover. A lot of this turnover is in the hourly ranks, but some of it is within the salaried ranks as well. Sun wants to be known as the employer of choice in the area but has a reputation as being a place where cronyism and the old boy network are still firmly in place. Politics? Office/shop floor politics abound here in the leadership and professional-level employees. Initial onboarding program is not structured and peers selected to do the onboarding for new hires do not seem to be carefully screened so you may or may not be properly prepared for your new role...hope that you learn very quickly. A disheartening tendency to look at people, not the process as the cause for all failures on the floor which is an outdated and morale-killing way of 'problem-solving'.

    Advice to ManagementAdvice

    There is some potential to be the employer of choice in your area since you do offer some good things: diverse workforce, good benefits, above-market pay, and peer training for a longer time for new hires. You have some really good managers who are quietly working at their jobs and are not in the upper management's offices constantly trying to network--notice and recognize the managers who are actually DOING THE WORK rather than the ones who merely talk the talk. Increase upper management presence on the floor and have them listen to the employees; employees do like interacting with their supervisors (for the most part) but also often feel like upper management doesn't listen to them. Look at WHY there is so much turnover, since this is not normal for your industry and perhaps use an exit interview process to ID root causes and then find ways to address them. Some leadership coaching (starting at the department management level) is needed to develop the soft skills of your leadership so they can more effectively handle feedback situations, learn to periodically give praise, and handle conflict situations. Training on basic root-cause problem solving in manufacturing processes would also be helpful for both department level management and first-line supervision so they could learn about the various causes of failures and focus more on actual problem solving rather than finger-pointing which contributes to negative morale and wastes time which could be focused on actually finding the root cause of 'why' and fixing the issue so it does not happen again. Consider instituting a training program for designated peer mentors who will work with new hires to teach them the ins and outs of the company and their new jobs.

    Doesn't Recommend
    Positive Outlook
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