Employee satisfaction improving. Too many layers of management and too many metrics.
Pros
In many areas there is a new focus on employee engagement and the results are beginning to show. The next year or two will demonstrate whether management is serious about this or just paying attention to yet another metric. This needs to move from a focus on survey results to really understanding what employees need to use their full potential. Focusing only on survey results is too shallow. Need to deep dive. Breaking away from Danaher will offer some new and interesting opportunities. This could be the opportunity Tektronix has needed to breakthrough the fog. Good people, excellent products, tremendous talent pool potential.
Cons
Too bureaucratic. Too many levels of management means approval for even simple decisions already controlled by budgets, etc. take far longer than they should. Far too many metrics. The company is so metric focused that one would be hard pressed to find an employee able to explain all the metrics for their own department. Walk through the departments or "cells" and each one will sport a big white board with the mandatory display of metrics that fit pre-defined categories. Highly structured and consistent across all Danaher companies, which unfortunately means the metrics do not always drive meaningful action. Far too much time spent reporting and explaining rather than on meaningful breakthrough action. Multiple levels of management and approvals mean many actions, improvements and changes take far too long to implement. Executives are often too removed from the base. Far too likely to pinch pennies and overlook longer term opportunities.
