Gilead Sciences Employee Reviews about "upper management"

Cons

As mentioned in previous reviews: - Management is incompetent. They set unrealistic deadlines for projects without listening to any project managers and team members. - Deadlines are not based on any data and set it based on what 'upper management determine they want.' - Unrealistic deadlines causes stress, chaos, blaming, and toxic work culture. Because of this, a lot of people leave (especially the people on the bottom of the chain). - If unrealistic deadline is not reached, upper management will immediately blame and fire project managers and directors who are responsible. This causes unrest and fear in the office. Again, leads to toxic work culture. - Full Time Employees (FTE) will dump all the work to contractors without considering how it affects them. - Some FTEs are incompetent but knows how to play the management, so they get to stay even if they are not doing any work.

Cons

Depending on which group you work in, some of the rough areas are around strong sense of hierarchy, lack of inclusion, major politics to grow in your role (growth not based on work/credibility), a sense of fear of management (which causes a lack of confidence and ability to speak up and voice opinions), and overall not a great environment to work in. This seems especially prevalent in PDM (Pharmaceutical Development and Manufacturing) where upper management is not approachable and friendly. This may all change with the new CEO!

Cons

Much like a used car salesman, company shows you a 'pretty picture' to get you in the door, but after you join you find out the 'engine' functions poorly at best. They hire people with expertise in an area, ask your professional opinion, & then totally disregard it because it isn't the answer upper management wanted. If you don't fawn over your upper manager (AD & above), you get no where and you can't get promotions for the team you manage. I also found upper management to be 'pouty' and treat their subordinates poorly if you ever disappointed them. Often times upper management asks for something, you give them what they asked for, but it wasn't what they really wanted, and then they would chastise you. Another example of upper managementle of upper managementle of upper management not taking responsibility for their mistake and playing what I call the 'blame game.' Other cons include no tele-commute policy, lied to by upper management instead of treating subordinates as adults, favoritism, and disrespect. Definitely no work/life balance. Also known in the area as a 'sweat shop.'

Cons

Some of the upper management were tactless and had the tendency to call people out publicly for their weight at large meetings.

Cons

Its an incredibly hierarchical company with everyone trying not to rock the boat and just agree with upper management

Cons

Upper management set with approaches that were more suitable for when the company was much smaller. Hard to break through the barrier of old-timers. Inability to delegate and empower quite common. Despite being a multinational company, often times a US-centric mentality seems to prevail.

Cons

Upper management has been around for too long trying to run the company the same as when there were just a handful of people. This leads to micromanagement. A lot of your time will go towards creating presentations to provide info to upper management. They want to be involved in every little thing. Unheard of for a company of its size. Resistant to fresh ideas and changing their way of doing things. No work/life balance which they are quite proud of. Overall culture is terrible. It is extremely hard to get promoted which they are also proud of. Lots of arrogant people especially those who have been there a long time.

Cons

Lack of Work life balance, lack of flexibility for telecommuting on a regular basis. Disconnect with upper management and 'worker bees' with regard to what it takes to get the work done.

Cons

Poor guidance and especially upper management in quality assurance is useless and ego driven. Lots of politics and favortism across site, especially in HR.