MKS Instruments reviews about "management"

No one at our site has authority to make even relatively small decisions. Off-site mid-level management has no clear chain of command and takes inordinately long to make decisions we should have been enabled to make at the local level to begin with. Often, the decisions that are made by corporate/mid-level are not only not timely, but also have negative effects on our business (alienate vendors and customers, cost us extra money, etc. Also, I feel that corporate talks about employee engagement, but doesn't walk the walk. I feel valued at the local level but feel like corporate doesn't even know I exist, let alone care about me or my contributions. For example, we have had two forced shutdowns in less than two months during which the company required employees to use their accrued vacation. I feel there are probably better ways to boost the company balance sheets without alienating employees.

This does not pertain to each department, but communication from Sr. Management is sometimes non-existent. While it would be nice if the contributors were surveyed and problems addressed, more direct communication from upper management on the direction of the company needs to happen. 401k match (3%) and healthcare coverage for families could be better.

Large corporation means some things move slowly or are difficult to change. Office was a bit dated. Older cohorts mean risk of expertise leaving upon retirement without many younger colleagues to take up the knowledge.

-Pushed for unrealistic quotas. -Annual raises that didn't match the work we had to put in (less than 50 cents). -Management and Engineering would buttheads for how things were done seemingly undiscussed, the blame was then put onto the workers for "Not doing something correctly" or "Not working efficiently/fast enough."

Not much of a bonus to speak of if you are not in a management position Need more sourcing tools PTO package

There are so many cons that I am afraid to start listing them: * Favoritism * Useless HR * Gaslighting * Dysfunctional * Lack of supervision * Haphazard 'training' * Lack of real direction * Extreme lack of morale * Severe lack of diversity * Toxic work environment * Work on good work-life balance. * Protocols blatantly ignored * Program Managers are clueless * Expectations are totally unrealistic * Employees are fired without any warning * Absurdly poor communication and leadership * Backstabbing and finger pointing on a grand scale * Lack of opportunity for growth or advancement * Newly hired management has made it exceedingly toxic * Some employees are immensely angry but afraid to speak out * Idle threats being made by my immediate supervisor toward 'the team' * Long standing feuds between employees that effects work getting done * Extreme lack of communication, everyone is afraid to talk to each other * Employees are completely ignored when ask Upper Management for help * Building needs of a major overhaul especially the elevator that is constantly "Out of Order" or people constantly get stuck in between floors * etc...etc...etc...

After some new management started in HR and Talent Acquisition they started hiring their former co-workers who were not capable of doing their jobs. That turned the culture of the HR teams into a group who spent most of their time micro-managing, back stabbing and speaking to the staff like they were children. Also the pay and other compensation is not competitive to other companies in the industry unless you were one of the former co-workers. Then you would get offered a job level well above your skills/experience plus stock and sign on bonuses. The best engineers who were critical hires didn't get sign on bonuses...