I have been working at Lansinoh Laboratories full-time (More than a year)
In 2015 Lansinoh took the proactive step to add a formal Human Resources structure to the 38 person organization in Alexandria. As a result of that addition, the company has implemented a more formal approach to it's management of the employees. Within the past year the management practices, culture, benefits, performance management and compensation structure have been enhanced. Lansinoh formalized it's commitment to zero tolerance for harassment and discrimination by providing training to all employees and reinforcing the policies in 2015. If issues are raised related to harassment or discrimination, they are addressed immediately and fairly with neutral Human Resources and Legal partners leading investigations and providing recommendations. Any employees holding an immigration status have their situation reviewed by outside immigration attorneys and the company follows the guidance provided. The company completed an Employee Satisfaction survey in 2015 and as a result, at the beginning of 2016 fantastic new benefits were added included a voluntary alignment with 16 weeks of FMLA, Paid Parental Leave, Teleworking and Tuition Reimbursement. Additionally, the company has implemented a formalized compensation structure utilizing guidance from an external consulting firm and using market compensation data. Lansinoh also improved and formalized their performance management process moving to a goals based structure which creates both accountability and opportunity for employees. This structure allows for a bi-annual review of employee progress against goals and feedback is provided. Managers have also received guidance on writing effective performance reviews and goals and the company's leadership team in partnership with human resources ensures the fairness of ratings. The past year has been a year of transition where strong performance is rewarded and poor performance is coached. A few employees have not embraced the culture of accountability or the new formalness of the human resources structure. Some of those individuals have made decisions to leave the organization. Lansinoh is a top performing company that continues to make investments in it's employees. This includes providing an effective human resources structure and a leadership team that reinforces best practices.
The company continues to evolve as the business grows and this results in change. This organization is best suited for top performing individuals who enjoy a fast-paced environment, take accountability for their performance and who can adapt to the changing needs of the business.
Advice to Management
Continue your focus on the employees and following human capital best practices. Don't be discouraged by employees who don't embrace the new structure. Creating a best place to work where employees are treated fairly, excited about Lansinoh and their contribution is valued is the ultimate goal for the company - attracting and retaining top talent is our priority.
I worked at Lansinoh Laboratories full-time (More than 3 years)
There are some great professionals as colleagues. Good office location - tons of restaurant options for lunch. Good brand equity - Good mission. Part of Pigeon Corporation of Japan which is publicly open.
If I could give an award to the worst company I've worked for, Lansinoh would far win the prize! Recent HR practices has taken over the organization running around favoring the “blonde and blue eyed” North Americans over the diverse and professional working professionals. New HR practices have no tolerance for diversity and diverse professionals are not given appointments on time when they have important HR issues which should go on record until they give up and keep it in themselves and start looking for a job because they have already given up their hope. CEO Kevin Vyse-Peacock and President Mike Yates both have been neutralized by new HR for the last one year and direct everyone to go to the HR for even a small issue you can work out with your team mate on your own. CFO Pete Borsuk Is following this path and gives lowest performance reviews for foreigners totally biased and encourages bullying and mobbing happen regarding the rest of the finance team and carry around company gossip. It is very interesting to see that a Japanese company lets this play out while at the same time they are claiming that every subsidiary employee of Pigeon can report to Pigeon HR. However, when employees do give feedback to Pigeon, it is often ignored nor neglected.
Advice to Management
At this time, only advice I can give is to the management of Pigeon. Investigate new HR at Lansinoh and its discriminative motives to employees from different backgrounds. Under USCIS penalties, it clearly states "Employers MUST NOT discriminate against individuals pn the basis of national origin.citizenship, or immigration status." You are opening yourself to law suits by your NEW HR practices. Investigate the silence of the executive leader like CEO,CFO, President and the rest of the executive leadership. Talk to your own people (the Japanese within the organization) and you will be surprised what you find out.
I worked at Lansinoh Laboratories full-time (More than a year)
I enjoyed working with many of the employees here. The office is really close to King Street in Old Town Alexandria, which made for excellent lunches.
I found working at Lansinoh to be both disheartening and disappointing. Management is immature and petty. I had a manager who would make fun of employees in other departments, criticize people behind their backs, and manipulate others to get people fired - It was like working for a mean girl. A man in senior leadership would take over the pumping room (designated as a safe space for breastfeeding moms) when he was sick or hungover. The CEO mocked people, wasted money, publicly put down employees, and advised staff to "cut corners" on an FDA device to get it to market quickly. Despite efforts to make it a fun and safe environment, leadership seems stuck in their ways and not motivated to change. Strategies were rejected regularly for being forward-thinking, and tactics were recycled from 1980s when the company was created. Working there gives the troubling impression that you're on a ship that's slowly sinking. I would advise anyone to pass on working here - this is a rare case where it's probably better to be unemployed than to endanger yourself (and your career) by joining Lansinoh.
Advice to Management
You're hemorrhaging talent. At some point you need to reflect internally and accept the fact that the problem is you, and not the people you've let go or who have chosen to leave. Be willing to criticize yourself as quickly as you do others. Lansinoh could be a great place to work - listen to the people who are begging for change and cut out the toxic people who are holding your culture back.
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