Underwhelming Experience - Anonymous employee Swisslog Employee Review

Generally, its an organisation with a very conventional mindset although they are supposed to be revolutionising the logistic sector. Weak leadership in both business and HR (Most of them are managers, not leaders in the true sense) - Most managers are promoted because of tenure, not capability in leading people. 90% of the managers are rank and files, having stayed in the company for at least 10-15 years. - Business managers lack capability in setting proper performance objectives and also performance evaluation. - Weak roadmap/direction in their transformation journey: HR leadership is pre-occupied in historical feud, mindlessly challenging business on every little single thing instead of having a proper education journey. Local business leadership is pre-occupied with maintaining status quo, not interested in aligning with larger business direction. - Even if business is told to follow the larger business direction, the local teams are usually clueless in how to achieve it, because they are so occupied with loads of legacy processes and issues. - Managers (both business and HR) are incapable of doing self-reflection, no one knows what they need to improve on. Even if there are feedback about what they need to improve on, they'd immediately become defensive, brush off the feedback, find things to blame it on. (they will never be wrong). - Ignorance: even when a certain proposals are gonna bring benefits for the organisation, the manager will usually challenge it and prefer staying with status quo, just because the manager (with very little exposure to the outside world) "cant understand/see" its benefits (after multiple conversations to explain). They'd think they know a lot too. - Senior managers (HODs) are just interested to meet the numbers whatever it takes. Little do they know that fixing process and the way things are run and managed internally will help drive the numbers too. - Closed mindset: European colleagues usually have superiority complex, where SEA colleagues should just "follow directions", otherwise you're wasting your time doing the things you think is good. Even if there's suggestions, its usually shot down and you get blamed for not following the direction blindly (but they'll still want you to share your experience...). Empowerment - No empowerment to work on things, every single thing need to go through one person. And that one person is not the best in managing workload. - Super slow pace (can be good for some people). One simple decision usually takes 1-2 weeks (sometimes 1 month), because nothing can proceed without a nod from the person. (No empowerment through process and outcome, everything is controlled tightly every step of the way). - Even if you decide to go ahead with certain things in the interest of time and criticality (and after multiple follow ups), you will get criticised. Its better to delay things (even the important ones) than getting things done. - HODs are usually pre-occupied with the smallest things instead of looking at the big picture, fixated on how things should be carried out (to the manager's preference) instead of allowing the team to work on their plans, as long as it meets the same outcome. - Whenever there's proposals for projects, the HOD will usually scrutinise every single details to the ground level, and make a lot of inputs to the extent that the plan becomes the HOD's version instead of the original version. At that level, the expectation should be to empower the team member to do things their way to reach the agreed outcome, not micromanage every step of the way. Development - Business managers prefer their team members to stay put for as long as possible (old school thinking) instead of moving teams to new departments, so that they don't need to spend time training up new people. The common complaint is: its a waste of time and effort for us to train them up and then they leave us. Little do they know people leave because of their leadership, not because they are now capable. There's so much more (the small little things), but these are the bigger themes that manifests throughout the SEA organisation. If you're looking for an organisation thats empowering, there are way better options out there.