Pros

It looks good on a resume and Whirlpool's benefits are competitive.

Cons

Lack of stability. A requirement that you hold a position a minimum of 18 months before moving across departments. Managers are often promoted because there are no other options. Managers are incredibly incompetent. The pattern seems to be promote if successful within 3 months, thereby never acheiving a thorough knowledge of a position in such a way that you can champion it. The work spaces themselves are very small -- for example, a cube about 4 X 5. Lower level employees with absolutely no compunction to do an excellent job -- just whatever is required to get by. The use of software that really doesn't fit the application, but having spent an incredible amount on the software, they feel compelled to use it. And the biggest downside is that upper level managers seem to think that decision making is best without the input of the individual contributors -- those people at the bottom that actually do the work. Amazingly they don't even think to solicit the input of the contributor who can provide the very best information to make the most informed decision.

Advice to Senior Management

Crack the mold for the people you are looking for. Next time you lay people off, lay off 20% more so that you can add back employees who have never crossed a Whirlpool threshold. And keep those fresh, non-Whirlpool bred people on the payroll long enough to let them bring new life to your company. You are dying a quick death and you've lost touch with reality. Apart from that recommendation, how about taking VP's and having them schedule random, weekly lunches with individual contributors -- to find out what is really going on in the trenches.