Eastman reviews

Slow to adopt premium leadership strategies. Harvard matrix is driving reward this-year, punish next-year culture that accelerates a "what have you done for me today" driving force. There is dis-incentive for ambition for promotion because of this, and incentive for getting ahead dishonestly. This is deteriorating the soul and culture of a once superior place to work innovate, and succeed in the chemical workplace.

1. Cultural Shift: The company has drastically changed in the last decade. Eastman was once known for its collaborative and transparent environment, where employees were happy and proud to work. Now, it has become another cutthroat corporate environment. 2. Declining Ethics: Despite promoting inclusivity and open communication, employees do not feel safe expressing dissenting opinions due to fear of retaliation. Annual surveys indicate a lack of confidence in the company’s commitment to a supportive work environment, with bullying and retaliatory behavior from leaders often going unpunished. 3. Persistent Layoffs: Layoffs have become a yearly occurrence, creating job insecurity among remaining employees. Many positions in IT, supply chain, marketing, HR, and other departments are being outsourced to cheaper labor in Mexico and India, leading to the loss of long-term, dedicated employees. 4. Underfunded Projects: High-priority projects are initially funded but often lose their budget after a year. Teams are then expected to achieve the same results without adequate staff, budget, or resources. 5. Disconnected Management: Middle management is often not transparent with upper management and the executive team, creating a disconnect between leadership and frontline employees. Upper management appears out of touch with the day-to-day realities faced by employees.