There are newer employer reviews for Timken

 

Stable Work Environment

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

I have been working at Timken full-time for more than 5 years

Pros

Job Security is typically good. If you live in the Canton Ohio area there are plenty of opportunities for advancement within the company.

Cons

If you work at a satellite facility, advancement typically only comes with relocation. They prefer to look around Timken and bring in talent rather than promote from within the same facility.

Advice to ManagementAdvice

Be aware of standard starting salaries for entry level positions and gauge where your employees are at. Some of your existing employees may have come from acquisitions and their salaries might not be competitive within the company.

Recommends
Positive Outlook
Approves of CEO

124 Other Employee Reviews for Timken (View Most Recent)

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  1. 1 person found this helpful  

    Culture of Authoritarianism that replaces Innovation with Group-think

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

    I have been working at Timken full-time for more than 5 years

    Pros

    Security in position, at times to a flaw. Demographically, there is significant opportunity due to upcoming retirements of older generation, which stems from lack of consistent talent management to prevent large gaps and knowledge loss. When it comes to Canton Ohio, I suppose a decent place to work. If you are a college recruit reading this, and are even thinking about joining the company and are not 100% certain you wish to live in Canton Ohio in the future, THINK ABOUT THIS long and hard before you accept your offer.

    Cons

    Culture which is so busy patting itself on the back for recent slow change it fails to realize that the real future challenges call for dynamic and innovative ideas. With retirements, unfortunately a (small) number of inept managers are being promoted to lead teams, but with little to no training, and often because they kept their head down, never challenged or question direction from above even if obviously flawed (in certain instances). But, there are others who have great potential to be leaders - Timken just needs a better system to get the right people in those positions consistently!

    Organization has a major issue with labeling those who leave the company, but are high performers, as 'they had a problem', or 'clearly it was not something wrong with Timken that drove them away'. This kind of asinine thinking is what happens when you recruit most of you managers from a 50 mile radius of the corporate headquarters in Canton, Ohio. Perhaps you can stem the revenue stagnation analysts criticize Timken for by challenging the status quo. I can only hope as a current employee that the leaders of the organization do this so the stock won't get hammered in the event we struggle to hit our lofty long term future growth projections reported to Wall St.

    Inappropriate management of incentives and allowance of old school culture to persist breed arrogance, perhaps unwarranted. If there is one thing that could bring down this company, it will be the allowance of people cheering for strategic market moves, forgetting that humility must be involved to some degree to capture and break into new markets to continue needed growth paths.

    Advice to ManagementAdvice

    Growth is imperative. But how can a layer of managers with little understanding of the growth markets and products break from their biases to the old familiar bearings that they grew up with? The organization continues to reward those dealing with large traditional customers, leaving those with growth areas to struggle with little support or recognition. This must be reversed at the very core of the culture and systems - it is very easy to say go grow XYZ product, but without the proper support those attempting to do so will only find 10 different managers asking for updates, not lending true support. I sincerely hope someone reads this in management, as their is such potential for change if you get your mid levels of the organization to be dynamic leaders.

    Doesn't Recommend
    Negative Outlook
    Approves of CEO
  2.  

    Too big and lack of honest leadership- Keene NH

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Supervisor  in  Keene, NH
    Former Employee - Supervisor in Keene, NH

    I worked at Timken full-time for more than 10 years

    Pros

    A job. Local credit union. Decent benefits.

    Cons

    Focus lost on employees and customers. Lack of leadership. More focused on meetings and blame, than servicing customers and employee relations. Upper management seems to be less interested in the products that have made smaller companies successful before buying out, and more interested in red tape. Poor implementation of SAP and poor match for business. Why replace something that works with something that does not?

    Advice to ManagementAdvice

    Realize your strengths can be in your employee base, and bringing in useless management with no idea how to lead, is a recipe for disaster and poor employee relations. Not to mention decline in customer satisfaction. Keeping current customers happy is easier than finding new business (Varian, GE, Dunlee etc). Expecting 60+ hours a week from employees (supervisors) is not practical or something that should be maintained for long periods of time.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
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