1. They mislead you.
Had I received an accurate description of the position, I would never have accepted it. The day-to-day tasks of my position did not remotely match the job description or the position as it was described to me in my interview. The position that I believed I was accepting would have been a step up from my previous role. The actual position was several levels below my previous role.
When I told one of my colleagues about this, he said that Liebherr had also misled him about the duties of his position.
2. The onboarding was terrible.
My manager, who was located in another country, did very little to bring me up to speed. He basically gave me a list of people I should meet and told me to go meet them. He never really tried to explain how things worked or how the company functioned. He alternated between skipping our twice weekly meetings (one time we did not speak for a full month!) to being upset because I did what he told me to do and not what he wanted (his English was poor). I was there a month before he even explained my job to me.
Liebherr really needs to assign an onsite mentor to all new hires to help bring them up to speed. The generic Tell training is not even remotely adequate.
3. Company culture - there isn't any company culture in the LME salaried groups that I could find. Although my colleagues were individually very nice people, I hardly ever had a chance to work with them. For the most part, it seemed that there was little interaction between colleagues at Liebherr.
Further, although I sat not far from him, the Managing Director on my floor never stopped by to greet me or to make me feel welcome or to introduce himself, which would have been unacceptable at any other company I have worked for.
Amusingly, Human Resources sent me a postcard welcoming me to the company, but could not find the time to walk up one flight of stairs and say Hello in person and ask how badly things were going.
4. If you have a problem, don't expect Human Resources to be of assistance.
When I informed HR that I had been misled into relocating to the area for this position, their idea of an investigation was to speak to my boss' boss (who was onsite, although he and I had rarely spoken and he was not familiar with the tasks that I was assigned). Rather than letting me show them the tasks in my job description that I was not doing vs. what I was actually doing, once my boss' boss said that the job description was accurate, that was the end of the "investigation" and HR declared the job description accurate. The investigation was a sham.
It was widely said that if you went to HR, they were of little use or help.
Officially, the company will tell you that turnover is average for the area, but I suspect it's significantly higher (hint: if you interview, ask your interviewers how long they've worked there. It's rare to find someone who is either a) not in management or b) not related to someone previously in management, who has been with Liebherr longer than five years.
