Laird Technologies Reviews

Pros

Great group of people to work with at plant and divisional level. Good benefits!! Flexibility in hours depends on site where one works.

Cons

Senior management very ineffective with communication. Always wondered the reason for two corporate locations UK vs St. Louis (possibly the reason why communication is ineffective). Most of the divisions still see themselves as their old companies with employees of preLaird holding grudges of being bought out. There are too many layers for some simple decision making causing confusion and delays.

Advice to Senior Management

What happened to the quarterly feedback to employees? Currently employees have no idea where the company is heading or what the strategy is.

Pros

Global Manufacturing Company
Exchange Traded Company
Co Workers Enhance Laird Expereince
Diverse Electronic Manufacturing Company
401k Plan For Employees
Benefits Package Availble

Cons

The components of a strong company in this or any industry or any industry are built upon certain specific functions demonstrating their ability to successfully guide and lead by example. In order to be successful and maintain a successful competitive posture, it takes all of the faction in an entity to become and remain successful. Below are some of the key areas that are having a profound negative impact on the morale, performance and condition of Laird Technologies. You can be the judge of how they might impact the view / perception of this one with some first-hand observations / experiences.

1. The current HR structure appears to be guilty of cronyism and incompetence. It would appear that taking approximately 18 months to reclassify and rename job titles / categories and descriptions was more than ample time to “get it right”. Unfortunately, HR has been so inept that it required a paid for consultant to re work, re design, and re classify positions that the resident HR team was incapable of accomplishing from the start. To further compound the issue of inconsistent treatment by HR, some existing employees and departmental functions were the beneficiaries of new job titles and classification immediately and others have been waiting for well over one year. As a conclusion it appears to be discrimitory treatment of specific titles and descriptions. Why would a competent organizational structure such as HR that is given the responsibility to provide consistency and equitability across the enterprise be so blatantly guilty of such a misstep other than for the reasons of incompetence and or “cronyism”?

2. Comparatively speaking, the benefits afforded employees at Laird are significantly below competitive standards in spite of the HR mantra. Our co-pays, out of pocket thresholds, pharmacy network and are significantly worse than other employees in the geographical and industry arena.

3. Management competency seems to “function in reverse” at Laird. The greater the frequency of errors made because of lack of experience and overall individual management performance, the more promotional opportunities occur. The outcome for incompetent behavior comes in the form of a promotion approved by upper and lower management. The lack of knowledge and experience about key infrastructure components by Laird management are compounding any competent management actions to correct some dire internal situations.

4. Currently, it is no secret with the unemployment rate nationally at approximately 9%; it is an ‘employers market’. Talent turnover and attrition at most organizations are low for a variety of reasons, including job insecurity. But many employers realize that in spite of am “employers market” retention of the best talent is a paramount step to maintaining and improving productivity and therefore profitability. At Laird, it appears to be the opposite philosophy and practice. It seems as though Laird is doing everything it can to drive the most competent employees to test the open market for even marginally better opportunities rather than seek internal retention incentives or corporate behavior modification(s).
5. All of you who have an interest in Laird as an employer, it would be worth your time to discuss the most recent employee survey to get an macro view or an overall satisfaction of what current employees have to say about Laird and then you can make your own conclusion.

Advice to Senior Management

If I were a stock holder, after reading how consistently my negative review matches the 20 postings on GlassDoor.com, I would consider my investment to be in serious jeopardy. The management evaluations and, more importantly, the suggestions for improvement profiles a company in serious fiscal, structural and dire employee cultural condition. I suggest management heed all of the suggestions in order to improve productivity, employee morale and company profitability.

Pros

Potential to work on leading edge technology. Great places to work with peers who are generous and sharing.

Cons

Incompetant management compounded by having no vision. Chasing their own tail most of the time. Lack of understanding that product development takes time and the logic is that products are developed only if customers place an order and then expect them to wait the 6 to 12 month gestation period. In the meantime, smaller and agile competitors get to pre-design products and beat Laird to the sales opportunities.

The word "Technologies" in the company name is sometimes misleading.

Advice to Senior Management

Put competant middle and senior managers in place who understand the technology and how to convert that into revenue. Have more meaningful appraisals rather than the 'tick box' approach.

Pros

Nice co-workers. Good Location. Restaraunt in the building.

Cons

Management is just there to take up space and payroll. Human Resources does everything to protect managment and nothing for the real workers. No feedback on a job well done, only Criticism on what you should be doing better. They expect you to figure everything out on your own and make you feel incompetent when you don't know something that you couldn't have known unless someone showed you. I realize that the reason I've stayed this long is because I've been treated so poorly that I started feeling personally responsible for being treated this way, but thanks to counseling, I realize it's not me. I'm moving on to someplace that appreciates a hard working dedicated employee. Laird's Loss.

Advice to Senior Management

Leadership? What Leadership? It does not exist at Laird. How about Controllership. This has been going on for years, why can't upper managment see this? This company is going down hill fast. So much potential and no-one to drive it.

Pros

The job Itself I had at laird I enjoyed. There are some nice non-managerial people who work there. They provide heating and air conditioning. My boss never physically abused me. Free parking. No-crime location. If you do what you are told without questioning it, don't associate with managers of other departments, hold back on suggestions on how to improve a process, partake in office gossip, compliment your boss on a daily basis - then laird is the place for you! Congratulations, you're hired!

Cons

No recognition. No perks. No communication. Well, I take that back, sometimes there is communication, however, what was communicated NEVER actually happens, and the reason why it didn't happen, is never communicated! No support whatsoever from upper management. Management discourages teamwork and there is absolutely no training so everybody with the same job does things there own way. We could have learned allot from each other if we were allowed to talk to each other! Sorry, but I just don't have the heart to tell you about their annual review process or the non-existent raises for the hard workers who have integrity.

Advice to Senior Management

How do you continue to hold your job! You must feel like the most luckiest people in the world to get away with what you do! For all you do, this review is for you! Right back atcha!

Pros

Strong IP and technology based company with a great engineering community. Many innovative people reaching for the next big technology break through

Cons

Unfortunately Sr. Mgt lacks direction and seems oblivious to customer needs and core values. Their decision making guidelines result in poor execution.

Advice to Senior Management

Cut from the top and reset with true customer focused executives

Pros

Good people in the trenches.

Cons

No recognition for a job well done. Disjointed and disconnected from the customer.

Pros

The English holding company Laird PLC formed Laird Technologies over the past decade by buying innovative, industry leading, and mostly privately held companies in EMI, thermal products, and antennas. By in large these companies were very profitable, had solid business plans, experienced management, and dedicated employees. This made each of these companies successful in its own way with great potential for continued growth in their respective industries through a combination of innovation and customer service.

Cons

The short version is that incompetent upper management drove a superstar collection of winning companies into the ground with astounding speed and a baffling array of decisions. Laird Technologies is MBA case study of how not to run a company. I started in this industry before the creation of Laird Technologies at one of the companies that was purchased by Laird PLC. The company I was with, along with many of the other companies that became part of Laird Technologies, had long histories of solid growth. Their management had many years of experience in their industries, they knew their customers, and fostered strong employee involvement. This made these companies great places to work, where innovation, long-term investment, and engaged employees drove company success. Unfortunately, Laird Technologies had and still has a very different approach that undermined the heart and soul of the companies they acquired. Laird's main philosophy was to drive sales as quickly as possible to 1 billion a year (starting from about 300 million) while squeezing cost and investments. This was done by firing much of the existing management and bringing in new management that was not familiar with these industries. They began focusing exclusively on high sales dollars accounts while disregarding and eventually jettisoning unceremoniously smaller long-term accounts. However, the new accounts were in areas that offered lower profit margins, tremendous downward pricing pressures, and were notorious for frequent business turnover (technology and suppliers). In the mean time Laird made a mad rush to China, India and Mexico, closeing most of their US and European factories and laying off thousands of employees with years of industry knowledge and experience. Laird soon starting going through a revolving door syndrome of managers, which has resulted in inconsistent direction, abysmal moral, and plummeting financial performance. They also handed over large pieces of their long-term customer base (small & medium sized customers) to their competitiors on a silver platter. Laird PLC/Laird Technologies has truly managed to kill the golden goose.

Advice to Senior Management

Get back to basics by focusing on the long-term and PROFITTABLE growth of the business. Bring in managers and employees who really understand the business and how to cultivate customer loyalty. At the same time get rid of the management hacks. Marty you need to get back to your Monsanto and APM roots!!

Pros

prosperity in product for learning.

Cons

During so many acquisition, many unqualified manager stay, and good people leave.

Advice to Senior Management

Deeply review the capability of top management.

Pros

learning the trade and industry

Cons

poor managment and communication. no leadership

Advice to Senior Management

stop reorganizing management every 3 months, makes some decisions that allow for organic growth, start recognizing the great people you have doing the work.