John Deere reviews

Since John May took over as CEO, the company's entire focus has been Wall Street oriented, not employee focused. So, there has been a downward spiral in pay and benefits relative to the market. Of course, this downward spiral did not apply to John May and his cohorts, who continued to smile all the way to the bank. A recent global reorganization, where many people were fired, was very poorly handled. Management held meetings giving rah-rah speeches, while almost everyone received voluntary buy-out termination notices. It appeared that management got together and determined how they would control the narrative as though rah-rah speeches would keep everyone in a positive frame of mind. These psycho-manipulative antics fooled no one. Afterward, HR had the nerve to wonder why employee turnover increased significantly (well, duh!). Later, HR performed a market study, which resulted in an upward shift in payscales, indicating that employees were underpaid relative to their market value. However, they did not adjust employees' pay to keep them at the same percent of paygrade. Therefore, employees continued to be paid less than market value. If this slap in the face were not enough, the company changed the formula for bonuses to be less in years to come. All of the above happened at the same time that John Deere achieved their highest ever profits. Deere states they want to be on the cutting edge of technology and hire top talent. However, they do not intend to "pay" for top talent. They are looking for "top talent" who are willing to accept below-market salaries. As with many companies, HR's primary mission (apart from crossing the legal t's and dotting the legal i's) is to psycho-manipulate employees into high productivity at the least possible cost. So, if you're lucky, they will place motivational ping pong tables in the breakroom and provide you with free coffee. I recommend top-talent type employees look very hard at other higher-tech companies before considering John Deere.