Thermo Fisher Scientific

careersat.thermofisher.com
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opportunities galore

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Former Employee - Product Manager in Ottawa, ON (Canada)
Former Employee - Product Manager in Ottawa, ON (Canada)

I worked at Thermo Fisher Scientific full-time (more than 8 years)

Pros

Big company offers lots of room to grow.

Cons

Big company offers lots of process which can slow it down

Advice to ManagementAdvice

Whole new management since I was last employed there.

Doesn't Recommend
Neutral Outlook
No opinion of CEO

612 Other Employee Reviews for Thermo Fisher Scientific (View Most Recent)

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  1.  

    HR during more than 5 years

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

    I have been working at Thermo Fisher Scientific full-time (more than 5 years)

    Pros

    Carier building, challange and fun

    Cons

    bureaucracy becouse of company size

    Recommends
    Positive Outlook
    No opinion of CEO
  2.  

    Thermo Rewards the appearance of competency

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

    I have been working at Thermo Fisher Scientific full-time

    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 ManagementAdvice

    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.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
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