Medtronic reviews

Racism is rampant and leaders who demonstrate various forms of discrimination are retained and promoted. Employee relations participates in retaliation. Additionally, less than 3% of leadership is Asian, Hispanic or African Descent so dont believe any of the accolades they pay for to be recognized for diversity and inclusion. Several minority employees have had to file grievances due to racism including being called racial slurs. From a business perspective, there are several issues across R&D, which has contributed to creating products that are no longer high quality. Leaders are not held accountable and thus, product quality will not improve. Engineers and product teams are not empowered to speak up and thus, quality issues persist though they could have been handled early in the pipeline. Furthermore, strategy does not exist and poor execution is acceptable. A potentially great company has become mediocre at best.

After nine years with Medtronic, it’s disheartening to see the organization shift under its current leadership. The organizational model introduced by Geoff Martha has proven increasingly unsustainable, straining teams and reducing efficiency. Furthermore, executive roles continue to be filled by a largely homogenous group of leaders, limiting fresh perspectives and innovation, while promoting some leaders who lack relevant expertise. Although Medtronic emphasizes career development, many operating units, particularly in Cardiovascular, rigidly exclude candidates without specific therapeutic experience, even when qualified internal employees seek advancement. This approach has impacted both morale and growth opportunities across the organization.