Scotts Miracle-Gro reviews

Dinosaur culture and management style. Still utilize antiquated "Forced Rank" for talent management annually. - annual process of firings to make the year - associates performance rating based on committee vote - not direct manager's assessment (often committee members have no experience with those they are rating) - reward arbitrary top and punish the bottom (if an all star team - someone must still receive a "does not meet expectations") - incentivizes wrong behaviors - internal competition, backstabbing, learn to gain the system and withholding information "Law of Unintended Consequences" - demotivates the heart of the company - use money as the "threshold motivator" - low reward = low effort and very low morale - company demanding innovation but culture doesn't allow safety to take chances, this who take risks get become targets and get eliminated Game changing companies use a collaborative environment to innovate and grow. Senior leadership is not the team to take the company to the next level. They've made significant investments in new markets with no clear strategy and continue to develop product lines in their conventional business that poach on existing product that contribute to year after year under performance. Yet deliver significant bonuses to senior leadership for flat to negative performance.

No sense of commitment from many employees - seems many are there just for a paycheck. Shifting/inconsistent priorities from management.