Cargill – Gainesville, GA
Cargill Dressings, Sauces & Oils trades, manufactures and sells refined oils, sauces and mayonnaise to a wide range of food and nonfood… ClickCast
Cargill Incorporated – Martinsburg, PA
customers needs; from accounting to agri-business management, marketing to risk… jobsradar.com
Cargill – Hopkins, MN
Cargill is looking for a Senior Credit Analyst in our Hopkins, MN location\. This position will provide services to both internal and external… ClickCast
Cargill – Overland Park, KS
include leadership of the Commercial/Retail finance team, planning, preparing and providing interpretation of Commercial/Retail financial results… Ivy Exec
Cargill – Singapore, NA
Management, Customs & Tax, Cost and Financial accounting processes for… Ivy Exec
Cargill – Lusaka, NA
to create long-term value. As a business partner, the Controller collaborates with senior management in the development and implementation of short… Ivy Exec
Cargill – Berlin, NA
You assess the current processes around yield, stock and production reporting, work with other functions to improve data, create more insight on… Ivy Exec
Cargill – US-MN-Wayzata, US-MN-Hopkins
From frosting on birthday cakes to the fuel in your car, Cargill Corn Milling North America (Cargill Corn Milling) is a part of your life in more… Cargill
Cargill – Bangalore
* Should possess hands-on knowledge of end to end Record to Report process operations * Should handle Cartesis upload and reporting activities… Naukri.com
I have been working at Cargill full-time (More than a year)
There are some really awesome people working here. Those in more rural areas seem to have the best work ethic, while those in the more centralized metro areas seem to have less loyalty and dedication to their customers. A few managers are awesome. The Supervisors want to do a good job, but are not supported very much from what I have observed. Those who walk the talk of integrity, respect, commitment and passion for success are great, but get taken advantage of easily.
The Manager in my area is disingenuous, (fake) talks the talk, but does not walk the walk. There are extremely unrealistic expectations, meetings are often wasted with insincere "touchy feel-y" topics when there are serious business issues that need to be addressed. Some of the newer Managers are simply career climbers who know how to "game the system". They do not address issues they have allowed to linger indefinitely due to lack of definitive HR guidelines, yet will expect their direct reports to hold people accountable. The Customer Ops group overall has no trust that the Managers understand or care what it is they do every day, but they will demand that action plans be put in place to improve employee's perceptions of their management teams.These plans are not acted upon as the constant change and lack of clear guidelines derail any attempts to execute the plans. There are some great people on the front lines, but there are also some people whose behaviors negatively impact their teams, yet the lack of HR policies make it nearly impossible to address these behaviors. Front line employees and their immediate Supervisors are told to hold people accountable for their behavior and actions, yet the Managers are so out of touch with what the job truly entails it can be nearly impossible to achieve the goals set forth. Some key managers are basically arm chair quarterbacks without a winning game plan, just a lot of self importance. They will work you into the ground if you let them, but have no problem taking time off themselves even when there are serious issues needing to be addressed in the organisation. Frankly, there are managers who really do not care at all, they are just great at managing up and saying what they are taught to say even when they do not really believe it. They are really only in it for themselves but pretend otherwise.
Advice to Management
Walk the talk. People see through your fake pep talks, and see your self interest. When the people say they have no faith in management, it means the mid-level managers. Do not push your dirty work off onto others because you failed to address issues in your organization then tie the hands of those you expect to "fix" things. Staff adequately. Set realistic goals. Do not "game the system" and preach the very behaviors not practiced by the managers themselves. Bring in true leaders in Middle Management positions who understand how to lead and build teams that excel. Be genuine.