Azenta Life Sciences reviews

Favoritism runs amok here. Whether or not you get a promotion is based on how well-liked or chummy you get with your boss rather than actual merit. Management here is a joke and HAS BEEN for YEARS. It literally took six years of working the same repetitive job and my manager quitting and being replaced to get my overdue promotion. I really should’ve left after two years. Management in Operations is especially clique-y with certain individuals being well-known for their cattiness towards the techs. Complaints more often than not get ignored by management. Upper management tells techs to escalate their issues with upper management if lower management ignores you, but the techs do not have time to play these political games. Not when they are already overworked and underpaid. Technicians are not the only ones who are underpaid either; managers, leads, client coordinators, and PMs are all put under a lot of pressure to put in a lot of work (for some more than their expected 8 hours/day) just to meet deadlines. For this labor, many are not compensated enough as many are struggling to pay the bills. The only ones doing ok financially are the CEO, the Board of Trustees, and their ilk, who care more about pleasing shareholders and lining their own pockets than making sure their employees are happy, healthy, and compensated (not only doing this because laws require them to). Also, at the Indianapolis site, there are multiple managers who are in romantic/sexual relationships with their coworkers. Isn’t this not allowed at other companies? I’m sure this unprofessional and unethical behavior won’t create any conflicts of interest in the foreseeable future (HEAVY sarcasm). In the laboratories, turnover for employees AND managers has been very high, creating a lot of stress for current staff who is left to clean up the messes their predecessors have left in their wake. Much stress also comes from the pressure to meeting client demands, no matter how ridiculous because Azenta cares more about making clients happy at the expense of their employees’ health and mental wellbeing.

Literally everything else. The culture is absolutely toxic, and it comes from the top down. Everyone in executive leadership wants to preach work-life balance, open communication, listening and learning from the “boots on the ground,” but it’s so obviously just lip service. Every major change is a “business decision” to “align with the LEAN management principles” which really just means cutting corners to make the books/numbers look better at the expense of your employees. Don’t even get me started on the branding and rebranding, mass layoffs, constant changes in business model. It all just makes it abundantly apparent that upper management has no clue what they are doing. The company has been on a clear downward trend since getting bought by Brooks, but that trend became a spiral this past year at the hands of current executive leadership. Pay is low in vast majority of roles with raises, bonuses, and benefits consistently getting worse year over year. Labs don’t have the proper headcount or even functional equipment to meet the KPI expectations set for them. Interdepartmental communication is a nightmare, especially from lower positions to higher-ups, so much so that it takes months to resolve basic operational issues. The list really just goes on and on.