Novartis reviews

From senior leaders on down, people are often reluctant to make a decision, to be accountable, to speak up for what they think is right, to stick their neck out. This starts at the top. Many people are promoted into leadership positions based on their technical / scientific expertise. Some of them are good leaders; however, more often, these technical experts are sorely lacking in leadership skills such as setting a vision, communicating to their people, forming and shaping teams, managing people development. Novartis like many large companies believes it can make up for these leadership deficiencies through "organizational development" -- i.e. teaching leaders to lead. That doesn't usually work. Hire and develop real leaders, and leave the technical experts in charge of technical aspects of the business.

Monetary compensation isn't up to par. Starting salaries may be competitive to bring you into the company, however promotions are not readily attained, and annual raises amount to 3 - 4.5 percent, about enough to cover inflation. Job continuum's for potential salary don't necessarily indicate where your salary will actually fall on the range. In order to work towards a significantly higher salary, it seems that you have to leave the company then get rehired at the appropriate salary band. Internal promotions don't necessarily mean you will earn the same as an external hire. "Pay for performance" is lip service.