The leaders in each business unit have a good grasp on their business and competition. When they share the strategy at quarterly meetings I find it helpful and compelling.
This is a good example of a business unit carved out to be a stand-alone company where Product Managers are running a company. It is clear that how shared functions are used and the level of respect for their function is not important nor utilized effectively from a whole company perspective. Areas like Purchasing, Regulatory, and HR have to almost beg to have senior leaders listen and get their back. At the end of the day, the reaction is to go out and hire an external consultant-and maybe one that is not skilled with that function. Nice people (most) but not systems thinkers- at least not what the average joe employee sees.
I have been working at Carestream Health full-time (More than 5 years)
OK products and some dedicated teams or hard working individuals.
An inherent poor professional culture which has been supported by senior executives at the company as a way to get results. Unreasonable targets set which results in little more that a stressful and poor working culture, an unbalanced work/life and an environment where employee trust and team work is non existent. This is bolstered by old school HR policies and a 90's performance management system which good companies abandoned 5 years ago which has resulted in good people leaving Carestream.
Senior executives need to be held more accountable for creating and fostering a culture where organizational trust, integrity and professional unity is a poor cousin to executive ego's and their annual bonus.
Advice to Management
Cover the boardroom walls with mirrors and look at yourselves before dealing out blame on others. Be accountable and act with some integrity.
I have been working at Carestream Health full-time (More than 8 years)
It is a multinational company
Come weekly, monthly meetings, its all about numbers
Advice to Management
employees should not feel like a statistic
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