Your bonus is tied to safety. This means that is someone gets hurt, your bonus hurts too. People will be less likely to report injuries because of this.
Experts are leaving the company; very few left.
Your bonus is multiplied by a multiplier from 1 to 1.5. Your boss determines the multiplier based on your performance in his/her group. The average must be 1.0 for the group, therefore is someone gets a 1.5, another person in the group MUST get .5. Bosses are not allowed to give everyone in the group a 1.0 multiplier; someone MUST get a .5 and someone else must get a 1.5...and .8 .9 in between for a bell curve distribution. This is hard for little groups...
Training sucks.
Very few opportunities to grow as a person and engineer.
Very few women in high positions.
Not a very diverse company.
Lack of work/life balance.
Lack of CEO presence in manufacturing units.
There is a disconnect between corporate group and manufacturing; for example, the Operation Excellence group are creating requirements that are making life at a plant more difficult....really...we are required to report every single IPL and do an investigation every time one alarms?! That is not process safety..that is administrative hinderance.
Low morale in smaller plants.
Hiring lots of new people, but people that have been loyal to the company are getting swept to the side.
Weak standards.
