-High turnover in both leadership and staff creates bottlenecks and disorganization, likely due to micromanagement and unrealistic expectations. The company culture is outdated and not evolving with the times.
A "fraternity culture" persists, where employees who endure toxic treatment from previous management eventually become managers themselves and continue the cycle.
PTO comes with strict limitations. In certain roles, you cannot use your PTO freely, as there are rules preventing time off when others on your team are already off.
Expect inconsistent treatment and varying answers to your questions depending on your team or supervisor.
The role is advertised as requiring no prior experience, yet formal training lasts only 4-5 days, primarily consisting of shadowing a supervisor.
Employees are hired individually, with no cohort or peer group for shared learning and support.
There are minimal opportunities for growth as this business sector for Philips has only a few parts to it and operations are completely separate from what other teams might handle. Some people stay in the same role for 10 years yet they either cannot get to management title or deliberately do not want to.
