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How are promotions handled at Johnson Controls?

13 English reviews out of 13

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January 5, 2021

Pros

Great place to learn. Interesting products and some really cool work to be done

Cons

No movement, no promotions, insufficient raise. Working in a management role with no title change and no pay increase.

Advice to Management

Pay your employees what they are worth then they would stay as it's a really interesting company. The wages let you down.

No movement, no promotions, insufficient raise.

January 5, 2021

Reviewed by: Cyber Developer in Cork (Current Employee)

July 22, 2019

Pros

Reliable place to work, room for advancement, benefits, & 401k.

Cons

Salary can be low & not competitive. Raises tend to average 2.5% to 3% for non-managers. Biggest down fall is lack of internal promotions.

Advice to Management

Instead of posting a job opening for a manager that move on think about promoting someone that has worked hard & displays qualified skills.

Biggest down fall is lack of internal promotions.

July 22, 2019

Reviewed by: A/R in Boca Raton, FL (Current Employee)

December 9, 2020

Pros

Flexible schedule based on project

Cons

Promotions are low in accordance to the performance

Promotions are low in accordance to the performance

December 9, 2020

Reviewed by: Site Supervisor in New York, NY (Current Employee)

September 29, 2020

Pros

They are getting less and less these days. Some of the good things are... -Brand recognition (that will not last based on the down hill trend in customer service and quality) -Vacation time, they offer a good starting package. Three weeks and three elective holidays. -Most low level managers care about their employees and will work with them to create a good work/life balance.

Cons

Oh were to begin... -Benefits have decreased. Cost of them increased. -Company is no longer giving a 401K match. -All promotions are given based on the FY budget not on merit. I know of at least one example where an employee was told that while they deserved a raise/ promotion it wasn't in the budget so they would have to wait until February to get it. -If you are a hard worker this only means that you will be given an increased workload and expected to do more without compensation or any real recognition from middle/ upper management. -Upper management and "leadership" has adopted a "do more with less" mindset. They called it "Reduced work for reduced pay" when it came to the required furloughs during COVID-19. The problem was there was no reduced work, you were still expected to meet unrealistic project schedules set by upper management despite the reduction in time and support do to layoff during COVID-19. -In the last 2-3 year I have never been talk to like a child in my professional career. "leadership" is certain they know more than you and they remind you of that everyday. No thought or consideration is given to how long you have worked for the company or a given product line...your option doesn't matter. -The company is willing to spend hundreds of thousands (if not millions) of dollars on an "Organization Health" program. As a company we scored a 17 out of 100 on the initial survey and were then told by "leadership" that we misunderstood what this was all meant to be about. They did not want to admit that employees are NOT happy about working for this current "leadership" group. We were then made to take a series of "learning modules" to help improve our score as a company. These included things like how to properly compose an email, how to correctly prioritize your work load and how to not get lost in the "forest of despair"during difficult projects. -The company seems to exist solely to drive share price and line the pockets of senior leaders and shareholders. They are willing to cut cost in anyway possible to increase profit margins and show "growth" overall. -There is a strong feeling and evidence that "leadership" has plans to move the bulk of all of engineering to counties like Coast Rica, India and China. They say it is an effort to become a more globally devise company, which is great but in the last 2 years the engineering department in Milwaukee has been cut by more 60% with those jobs being filled overseas. Another piece of evidence for this is that while the company seems will to hire in other departments, there is a hiring freeze as far as engineering is concerned. -Middle Management (some low level management) is just a collection of "Yes men/women" who will blindly agree to what upper management and "leadership" wants despite the over filled work load and lack of resources to accomplish the given tasks/ projects. -A lack of ethics is becoming more frequent. At one point I was told to release documentation to the factory that everyone knew was incorrect and that we would come back and fix it later. Again this was wanted so that we could meet the project schedule given by middle and upper management. -The main focus is to cut cost. How can we make this cheaper(most of the time at the expanse of quality) and still hold out profit margins.

Advice to Management

Take care of you employees and provide them with the tools and support they need to give quality customer service. At some point customers are going to start saying "You know what, I'll pay the extra money for this from this other company because I get better quality and better service." Stop hiring "Directors of this" and "Senior manager of that" and put your money into customer facing folks and the things they need to do their job. Overall, get a clue. This hysterical cost cutting caused serious damage to the legacy Tyco brands(Simplex, Tyco IS, etc). It won’t be long before Johnson Controls is in the same boat because George Oliver cares nothing about the overall quality and excellence of the JCI products and services we provide. Sooner or later customers will stop buying JCI and move on to Honeywell, Siemens and Trane...not that most already have. Nothing will change or improve until George Oliver and his group of hatchmen are gone. God I miss Steve Roell, at this point I would Alex Molinaroli back!!

All promotions are given based on the FY budget not on merit.

September 29, 2020

Reviewed by: Engineering in Milwaukee, WI (Current Employee)

November 23, 2020

Pros

Stability and High Professional and teamwork

Cons

No increments, and low promotions

No increments, and low promotions

November 23, 2020

Reviewed by: Senior Sales Engineer in Barcelona (Former Employee)

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13 English reviews out of 13