There are newer employer reviews for Thermo Fisher Scientific
There are newer employer reviews for Thermo Fisher Scientific

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Thermo scientific is a very good company. But Fisher need to change some aspect

  • Work/Life Balance
  • Culture & Values
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Former Employee - Sales Executive in Ahmedabad (India)
Former Employee - Sales Executive in Ahmedabad (India)

I worked at Thermo Fisher Scientific full-time (More than 3 years)

Recommends
Neutral Outlook
No opinion of CEO
Recommends
Neutral Outlook
No opinion of CEO

Pros

Goos salary. Good working condation

Cons

Manager attitude toward lower employee

Advice to Management

Look both employee. I e lower and higher as a valuable assat

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  1. Thermo Rewards the appearance of competency

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Adelaide (Australia)
    Current Employee - Anonymous Employee in Adelaide (Australia)

    I have been working at Thermo Fisher Scientific full-time

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    Pros

    You have to be pretty useless( at least in the eyes of management) to actually get the sack. a sincere effort is made by the employees to get on with each other and make the environment enjoyable. Nearly all leaving do's mention the quality of the colleagues, rather than the company or management. Thermo have been consistently profitable so job is fairly secure.

    Cons

    Management has a culture of nepotism taking precedence over excellence It helps your career to be politically savvy in this company. Many leaders in the company don't appear to be interested in advancing their team as much as protecting thier positions in the company. Salary determination is arbitrary and depends on how well your boss "likes you". A PMD process is instituted, which we are told is for the benefit of employee development, but is actually used by "team leaders" to reduced pay rises, which rarely if ever rise above inflation. Instead bonuses are paid, which never rise with inflation. Again the words do not match with actions. Real pay rises come with changing employers not for development. Training for career development is a new concept to the company's list of real actions. For many years, training would be written on the PMD document, but rearely followed through.Management and leadership skills are fairly ordinary. Nothing exceptional here. specifically, there is very little transparency in decision making regards, career development or salary assignment (no negotiation ever occurs) or disciplinary proceedings. A lot of fuss is made of individual committment, but very little encouragement of team work. and really, no individual can shine if the team around is not supporting them.

    Advice to Management

    Mangement has very little dynamism or vision for the future. it appears to be more about spin than a sincere view to improving the company sustainably in the long term. They make the right words about being an "empoyer of choice", but make few actual actions to bring their aspirations to reality, no timetables no actions nor responsibility. Empolyees don't believe the hype, so why not get on with real improvements and hype less. They make plans and convey them at quarterly meetings, but consistently driving towards a goal ? ... No, That is not apparent.during the town hall meetings, which are long and offer a lot of time for unexciting presentation of CAS scores and mundane chores, Management is very guarded with information. Outside of the quarterly meetings, they communicate minimally. There is a perception that new management just want to make their mark and move on to a better job. Will they make the company better before they go or simply focus on the bottom line? The employees are watching , but if history is a guide , not with high expectations. The Adelaide site is often more profitable than other areas, but no meaningful reward is given in terms of money or long term improvement. Teh best people move on, the ordinary stay, and the yay sayers get promotion.


  2. Revolving door of management

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

    I have been working at Thermo Fisher Scientific full-time (More than 8 years)

    Doesn't Recommend
    Positive Outlook
    No opinion of CEO
    Doesn't Recommend
    Positive Outlook
    No opinion of CEO

    Pros

    Good experience and resume fodder. Decent benefits and pay, large organization that affords career development if you are willing to relocate often, international business experience depending on your role.

    Cons

    Lackluster merit increases and poor recognition of contribution to the organization leads to a revolving door of talent. Management seems to be either mired in concrete with no changes or in a state of constant change as the company looks for ways to fix business units they think should perform better. The lack of upward mobility or constant changes in direction with new managers coming in drives many of the more talented employees away as they either stagnate or grow frustrated with the uncertainities surrounding their position. Unless you are willing to relocate to other divisions, it is difficult to advance as the constant stream of acquisitions adds upper management to the ranks. This limits the opportunity for internal advancement. Despite lip service to the contrary, the bottom line is all that matters to senior management. Employees are talked about as numbers in relation to retention and how terminating them coudl improve margin performance.

    Advice to Management

    Recognize the contributions of your employees. Thin out the levels of management - most are redundant and simply drive costs. Use that cost savings to invest in the business - improved infrastructure, unified ERP systems, elimination of the internal silos, and rewarding teh rank and file workers who truly make this company great, not the latest acquisition. Most importantly, fix the internal issues and fully integrate all the disparate parts of the comapny before any additional expansion.


There are newer employer reviews for Thermo Fisher Scientific
There are newer employer reviews for Thermo Fisher Scientific

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