Ingersoll Rand Reviews | Glassdoor

Ingersoll Rand Reviews

Updated February 13, 2017
688 reviews

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Full-time Part-time

3.6
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Ingersoll Rand Chairman, President, and CEO Michael W. Lamach
Michael W. Lamach
298 Ratings

688 Employee Reviews

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Pros
  • Perfect work life balance in this organization (in 56 reviews)

  • Reputable company with good benefits and working culture (in 47 reviews)

Cons
More Pros and Cons

  1. Helpful (2)

    "No work/life balance and management is the worst!"

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Davidson, NC
    Former Employee - Anonymous Employee in Davidson, NC
    Doesn't Recommend
    Disapproves of CEO

    Pros

    The benefits package is nice and the pay is okay.

    Cons

    Stopped all pay increases for 2 yrs but upper management received their bonus. Stated it was normal to work OT on a regular basis along with having to do work on the weekends and on vacation. Senior management does not own up to their own mistakes and excepts their employees to take 100% ownership in theirs. Mid-level management treats employees with no respect and has no issues with yelling at you in your cube. There is no willingness in helping you to learn your job or new aspects of it, it's sink or swim. The department I was in had 5 people leave within two years and the size was 10 people or less. When someone leaves its at least three months to replace them, when their work is divided among the remaining members.

    Advice to Management

    Get your bodies out of the office and talk with your lower level employees and truly listen. Treat your employees with the respect and diginity they deserve. And get rid of so much of the red-tape and what good do PMP's do if the employees are not able to review their management?


  2. Helpful (1)

    "Completely task oriented management with little to no regards for employees."

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Electrical & Controls Engineer-II in West Chester, PA
    Former Employee - Electrical & Controls Engineer-II in West Chester, PA
    Doesn't Recommend
    Disapproves of CEO

    Pros

    Health Benefits
    Tuition Reimbursement
    Nice Location
    Retirement Plan

    Cons

    Management involved in group-think
    Require Long hours
    No respect
    Dissatisfied employees
    Unfair Reviews
    No salary negotiation
    Red Tape Management

    Advice to Management

    Employees are most important asset of the company. Management needs to open and solve their issues rather than just concentrating on tasks.


  3. Helpful (1)

    "Ingersoll Rand University"

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Ingersoll Rand University in Davidson, NC
    Former Employee - Ingersoll Rand University in Davidson, NC
    Doesn't Recommend
    No opinion of CEO

    Pros

    Great location, good opportunities for experience, and benefits matched similar to other companies

    Cons

    Ingersoll Rand University needs to improve on their Leadership in order for the department to grow as Corporate Learning Center should operate. The department has over 75% turnover rate in just 7 years due to lack of developing their own internal team. The Sr. Leadership also doesn't posses knowledge of progressing, leading edge technology advancements for distance learning, which is a critical skill for a global company of this size and should be an expected of any CLO.

    Advice to Management

    Change in leadership with the rights skills in developing the internal team (instead of constant turnover, which was costly to the organization). Sr. Leadership (CLO) should be able educated enough to speak intelligently about the trends in eLearning, Distance Learning, Distributed Delivery and make recommendations to bring the company to the next level through this leading edge advancement.


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  5. Helpful (2)

    "Small town mentality and big corporation carelessness combined!"

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Evans, GA
    Former Employee - Anonymous Employee in Evans, GA
    Doesn't Recommend
    Disapproves of CEO

    Pros

    Golf industry is fun to be in and there are, or were. a few good people, plus you can always use the experience acquired there to join the competition down the road.

    Cons

    No good balance between life and work, small minds, no trust of anything or anyone different or foreign. Yet at the same time, part of a big corporation focusing only on its bottom line.

    Advice to Management

    The only thing management is quick about is laying off. innovation, response to issues and quality problems are quite sub standards.


  6. "It went from okay, to unbearable."

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Roanoke, VA
    Former Employee - Anonymous Employee in Roanoke, VA
    Doesn't Recommend
    Disapproves of CEO

    Pros

    They offered plenty of training seminars, powerpoint presentations, and opportuntities to learn about subjects important to the company. The coworkers were really great as well.

    Cons

    Many employees are underpaid. Lack of meaningful communication from managers. Lack of support from management for allowing workers to "grow and perform".

    Advice to Management

    Trane has lots of idealistic talk about how people should act towards each other and towards their work. However, it is not practiced. "Grow and serve" is mostly a joke when employees aren't given incentive.


  7. Helpful (1)

    "Not as good as it used to be."

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Trenton, NJ
    Current Employee - Anonymous Employee in Trenton, NJ
    Doesn't Recommend
    No opinion of CEO

    Pros

    Was a good place to start a career. Good hands on experience in a factory environment. Nice people working there besides management.

    Cons

    Management is terrible and there is no room for career advancement. All of the senior employees are/will be retiring soon and new people are not staying too long with the company.


  8. Helpful (5)

    "Do it their way or..."

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in La Crosse, WI
    Former Employee - Anonymous Employee in La Crosse, WI
    Doesn't Recommend

    Pros

    They have a decent performance management system. It works well and is easily understood and processed. Pay scale and benefits within reasonable levels.

    Cons

    Highly inflexible. Very "processed-based," with little regard for historical perspective or doing things differently that the way they want it.
    No recognition for capabilities or past history/experience

    Advice to Management

    Learn to recognize the talent you have or you will find them in the past tense. Your way is not the only way to get things done.


  9. Helpful (3)

    "They Bought Trane and moved production to Mexico enough said"

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Central Maintenance Technician in Pueblo, CO
    Former Employee - Central Maintenance Technician in Pueblo, CO
    Doesn't Recommend

    Pros

    The people at Trane before purchased were wonderful to work for.

    Cons

    Trane was good ,But Ingersoll moved the operations to Monterrey Mexico although Trane has a Billions of dollar contract to replace HVAC units in our military bases. Your Tax dollars at work.....

    Advice to Management

    your product brand has already suffered due to the inability to produce a quality product lots of luck with that.


  10. Helpful (3)

    "Very Bad - One of the worst workplaces I’ve ever seen - Too many politics"

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Saint Paul, MN
    Current Employee - Anonymous Employee in Saint Paul, MN
    Doesn't Recommend
    No opinion of CEO

    Pros

    Being able to work in a field and on a project that I have a degree and an interest in.

    Cons

    A bunch of managers sitting in meetings all day gets nothing done. The TIS management is looking for scapegoats to blame someone for their messed up project. Many bad characters. Dishonest communication.

    Advice to Management

    Your dysfunctional bureaucracy isn’t working. Some of your Managers are a bunch of puppets who don’t even know what they are saying half the time. They are just posing that they are working as they are sitting in their meetings all day long. Let the professionals do their jobs without management getting in the way.


  11. Helpful (5)

    "Hostile and combative."

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Mocksville, NC
    Former Employee - Anonymous Employee in Mocksville, NC
    Doesn't Recommend
    No opinion of CEO

    Pros

    I worked at Ingersoll-Rand in Mocksville, NC. I would say the pro would to be to work at a different location like Davidson. The colleagues in Davidson were mature and professionals.

    Cons

    The downside to working in Mocksville, NC is the hostile and combative nature in which staff management leads the facility. If you speak up with another opinion, then you are surely questioning authority. The culture at the facility is extremely biased toward women and does not do much in the presence of complaints. "Good ole boy network" Supervisors are often patted on the back for intimidation and fear among the hourly and salary workers. Quantity is number one while Quality takes a backseat to hitting numbers.

    Advice to Management

    Stop having meetings to discuss meetings when top management comes to visit. I assume this is to cover up and get on the same page; it is the same type of bad behavior that almost demolished Ford until Molally came on to represent a better standard in culture. If the plant manager would stop talking about all he has done and actually listen maybe he would see certain areas of opportunities. The promotion of a classism existence is present in the plant; there is only a "metaphorically speaking open door policy". If you speak up you are shunned and not looked at for promotion. If you are an agreeable manager/employee you are promoted. Sometimes it is those who are disagreeable that make the huge leaps in higher standards for Quality. Quality is just something to check off a list of to-do's for the facility and they do not take it with consideration to hitting numbers. I believe that this facility does not look at secondary metrics as a way of tracking against earned hours, but looks at scrap amounts that say nothing in a culture that promotes a "black belt mentality." No customer return metrics, no warranty metrics and the Quality Manager is a yes man that is sleeping behind the wheel. What organization would ever put the Quality Manager reporting directly to the Plant Manager??? Lean six sigma is a fad at the facility. I believe that staff management sees the lean, because they are production oriented and that is what lean is for, but what happened to the six sigma portion of the equation, you need both. I don't eve believe that the management truly knows Quality at all and cares nothing about it. The way that the facility churns the management through gives no support to sustaining good practices or accountability for when things are done to purely show numbers. FYI... stop taking the visual boards down when top management leaves and putting them back when they are there, most employees think RIEs are a joke and are losing confidence in a program that I am sure IR as a whole has invested quite a lot of money in. Also, what are the strategic plans? I was at the facility for 3 years and when strategic plans were dropped into our employee profiles, most managers had no understanding of how to align their employees with the vision/ strategic plans coming from corporate, most manager's didn't know how to implement strategic plans on a ground level and never sought opportunity to make any directive's known for front line management. It was a very confusing process of "guessing" what your manager wanted from you. I do believe that there are quite a few managers that could learn something from taking a communications class and maybe a few seminars on how to make productive employees. In a nut shell when supervisors are cussing and yelling at employees, belittling, it makes most people including myself feel as though the management represents people who are uneducated and unarticulated. So inarticulate that they know no other way but to be mean and aggressive.



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