Inside Sales Representative | Connecticut | Dec 1, 2020
Toxic Culture
Effective leadership is the most critical factor for organizational success in the 21st century. “People don’t leave bad companies, they leave bad managers.” You have to be very careful about the people who call themselves a leader, especially the ones with Pseudo - Leadership tendencies. Many of these people are only concerned about their well being, nothing else.
Within the dental business unit, fearful inside sales employees stick around because they get so institutionalized; they believe every company has the same management or culture. It was astonishing to see how many of my former colleagues thought that the treatment & attitudes given by the “leadership team” were common amongst most companies. In a true sales organization, this could be further from the truth.
Behavioral toxicity prevailed throughout this division in many ways & is uncharacteristic of other divisions as a whole. The level of acceptance of ineptitude behavior is astounding & in most instances, unfathomable.
• Within the dental inside sales team, you are asked to code out when you need to use the restroom.
• In one instance, they actually held (2) conference calls (> 40 mins. each) outlining on “How to leave a [scripted] voicemail” for clients if this is any indication as to some of the types / level of individuals they employed.
• When discussing work ethics & working hard, a fellow colleague responded, “Why? Management doesn’t value that type of behavior.”
• When the dental inside sales team w
ProsBenefits package
ConsLeadership team (Dental), Micromanagement, Short breaks, Short lunches.
Sonicare: Lots of potential, but Sr. Mgt and people don't get it..
On an individual basis, work related to the job can be very rewarding. The big issue is that the overall business is very disjointed when it comes to thinking and acting strategically. Their is very little alignment between groups and unless you drive things yourself, you cannot expect your counterparts to come through. Many only know what they know and want to "stay in their lane." The ability to think holistically and strategically is not possessed by many there. In fact, it feels more like a factory than an innovation hub or center of excellence, and many like it that way.
In the end, it's a great opportunity to work within a global framework - whether with internal stakeholders or suppliers, and you have the opportunity to really learn a lot about how to run a business. In some sense, with the organization being such a small unit, you almost get to operate as a "mini GM" and make important decisions that have a big impact to the product and/or program.
A disappointing part of the job entails obtaining buy-in from all of the stakeholders within the organization. Many have their own agenda and often times it feels like herding cats to get things done. Unless you're truly assertive things will not get done, and you should expect to be disappointed even when you feel/think there's alignment on a game plan. The truly hard part of the job is Sr. Mgt's role in the dysfunctionality that presently exists - many establish standards and expectations that they themselves don't
ProsGreat opportunity to work on global programs and learn several lines of business
ConsHorrendous employee morale, Culture reinforces bad / negative behaviors, Lack of accountability and ownership by most employees, Lack of aligned strategic vision by Sr Mgt, Lack of leading by example by Sr. Leadership team
Management can not handle feedback on their mismanagement or compliance issues
Pay is adequate for contract work. Sales contractors make no commissions. However, the management leaves a lot to be desired. They start projects with people that do not know how to run them. I brought them many compliance issues... one being placing inadequate information in their CRM Salesforce system that is actually used to market people that clearly was not for the persons name to be entered off the lead. When I brought this to my Manager she just looked at me along with the trainer... and said just enter it. Basically, that I should not worry about it. That it was a management issue and I am not management. Yet, she was and she disregarded the issue and I was sent to my desk to go make sales calls and place inadequate information into their sales leads funnels. Ethical issue if you ask me. Someone will one day be marketed with someone else's name to their email. This is the type management they have.
On top of that, her manager also had a problem about me asking questions... since the next day after me asking her a question on an issue they were addressing in a meeting... I was released from the project. I told her I was an ethical person and will not do anything that compromises my ethics or could be a compliance issue. She got a bit defensive in the team meeting and answered the question incorrectly... trying to slide over what I was asking. She did not want to answer the question but instead tried to disregard it.
I am good with their decision to end my proj
ConsPoor Management, No one care and does not use their brain or like people who do.
Used to feel like I was a part of something BIG! GBS has changed all of that, and not for the better.
This review is made in reference to the new Nashville GBS Hub location only.
Management at the GBS hub in Nashville is currently looking to cut costs no matter the expense to the employees. There are employees that moved from other locations within the last year that are being targeted for removal because of their salary levels and because of poor management decisions that led to over-hiring.
Often times the company's mission statement gets lost in the shuffle of just trying to meet production quotas/deadlines. This is unfortunate because a lot of the innovative ideas employees have are shut down or not even recognized to begin with; this is regardless of the fact that they would presumably help the overall bottom line and/or speed-up work flow.
It is my feeling that these current issues are a result of poor management of the entire GBS hub. They will pass with time and the unit will likely stabilize, but it will be at an enormous and senseless cost of many stellar individuals and opportunities where we could have handily beat out our competitors if only we focused more on our old mantra of "Innovation and You."
Now, that all being said, in previous years, Philips has been an excellent company to work for. I sincerely hope they reclaim that status. I would recommend working at the Nashville GBS hub if you are just getting into your career and/or you don't require the higher end of your current salary expectations. Also, if you'd like the opportunity to work at a
ProsWork/Life balance is above par, Business Casual Dress, Great lunch room space, Good Benefits
ConsArchaic year-end performance review structure, inexperienced managers making really bad choices, co-workers can hinder each others progress due to politics inflicted by upper management.
I attempted to work with Philips from home during the COVID-19 situation. They shipped a ThinkPad to my home but the configuration process was a mess. Among the problems was they had me first set up software, then set up my MS profile, which is not the correct configuration sequence. After half a dozen or so phone and Skype calls to their remote tech support (somewhere in SE Asia) I asked for someone in Nashville to assist me with my software and remote connection issues. Nobody would do so. My manager claimed she had the same issues prior to the office closing due to COVID-19 and had to get a non-Philips family member to assist her in setting up her work computer. So the problem was not due to the office being closed; it was typical under normal circumstances at Philips. That told me all that I needed to know. They have been told by their auditors that they are not GAAP-compliant which is a very bad sign. I was also told their accounting department has an open floor plan with no assigned workspace, which should never happen.
They will tell you that they use SAP but their system is not fully integrated and they used several systems which made accounting, particularly reconciliations, very difficult, confusing, and cumbersome. I was told after I was hired that in some cases it took up to several months for new employees to get access to all of the SAP modules that I would need (AP, AR, GL). Once again, this guesstimate was based upon a pre-COVID-19 hiring.
The laptop tha
I liked what I did for a job. I liked the pace most times. I worked in an area with three areas and if we only have two of the three people it gets stressful. What doesn't help is when management pulls a second person to a line that has plenty of people. Leaving one of us to fill all three which is impossible. I truly dont believe the lead is professional at all. I think Skype needs monitored more. Benefits are great though. Cant beat them. But I wish they'd be more considerate on time off when it comes to bereavement. I didnt like using vacation when thats not my idea of a vacation. Also don't understand the role of the HR. Especially when her first response to any concern is "did you call people services". What is she even getting paid to do? We do all our paperwork for the job online. All the benefits and tests online. Her money could easily go back to the employees who fill a role that makes a difference. They are also supposed to be huge on family time. Well that's false. They were supposed to put in music in September. That is false. They were supposed to cut back overtime with now being a three shift operation. That was false too. I walked into a place with lots of false hopes. I worked at a job where I was working 11 hours a day and never saw my family. I have two small children and still never see them at this job. They took in orders they knew we couldn't meet. And instead of taking back the overtime they now require you to work every weekend but one Saturday a mont
Get experience for your resume, then MOVE ON if you ever want to make a decent living salary.
Philips is a great place for new welders to get experience to build their resume. You will be hired at the lowest pay they can offer, unless you have a really good amount of experience and will fight back and forth for the pay that you deserve before hire. It's very unfortunate that the Latham location is the way it is, because it has the potential to be a great place to work. The old timers there, that have been there since the beginning, make decent money because they've been there 15+ years. They would tell me "this place isn't like it used to be", following up with complaints about the new management (Philips took over original company) and how they're just a bunch of entitled bully's who don't understand how much time and effort can go into one work order. The managers will pay you next to nothing and will expect you to go above and beyond every day. And if you're not working over time every day and especially on the weekends.. you're trash to them. And here's the kicker.. even if you are working a crazy amount of hours and busting out orders, you still wont get a raise because they know (or think) you're not going to leave because they provide you with PPE for free and its 'clean'. Philips is extremely behind in meeting order deadlines, and continue to take more orders. You can stock up your area everyday plus some, and more than half of your products will be gone in the morning when you return. Then the managers still look at you like you're slacking trash when you're
ProsProvide all PPE and there's a nice view in the back smoking area.
ConsLow pay w/ High expectations. There are no advancement opportunities.
Due to management indecision and vacations I started three weeks later than originally plan. Being misled about the start date resulted in my suspending my job search. My bad.
Once I arrived in late July promises of training turned out to be nonsense. In addition to no training there is not objective standard for measuring performance, process for setting deadlines or method of estimating how long a job should take.
Every job is to be done yesterday and ASAP. Every day someone showed up four or five times, after refusing to set a deadline or estimate the size of the job, to ask "are you done yet." I felt like I was driving a three year old to an amusement park "Are we there yet. Are we there yet. Are we there yet."
The best part, to stick with their theme of unprofessionalism and immaturity, was being sent to human resources where we were lecture on how to proceed if someone ran around the offices shooting us. After the active shooter training I went back my cube sat down to face my computer monitor with my back to the aisle behind me.
As I sat with my back to the aisle a laser light, looked like an aiming device for a gun, played across the bulletin board behind the monitor and across myself and a co-worker. After the training on shooters seeing the laser momentarily had me convinced I was going to be shot. The in house co-worker who played the prank thought it was hilarious. The same co-worker, I was a temporary technical writer, hinted around that I sh
I loved and enjoyed working for Philips when I got hired I was promised growth in a company and that there would be long hours. Philips is great and working for Philips was a dream job. Manager, on the other hand, wanted me to run my big territory from 8-5 but it was impossible because I had 4 hours one-way drive plus projects but he kept saying no over time and need to figure out how to work within the 8-5. Working as Field Service Engineer has a lot of grey area but when someone tries to create black and white rules for you and then blame you for working running territory in a black and white schedule especially after a complaint from the customer side is not fair to FSE. Long story short my management made me work for free most of the time because they didn't want to pay overtime but I knew that customers won't understand that and that I needed to take care of them because I cared about Philips growth even do management didn't want to pay overtime. There is way more to say and write about my experience to management but I will keep it to my self unless Philips would like to know personal why I wrote all this then I would lay everything on paper. I am sure this is not what Philips is all about but my experience wasn't with Philips was bad. After i spoke up for being blamed for something i didn't do in a professional manner I was later asked to leave within few weeks after speaking up and showing facts but I guess my management didn't like that which is sad because we were a
To date, I've spent almost two years with Philips onsite IT, and for the most part it has been monotonous with a few erratic incidents that occur and catch us off guard. Typically, my day consists of coming to work, running morning reports and checking on users to ensure everything is running smoothly for them. Then, I begin the tedious routine of processing work orders from 4 different companies under the same umbrella and weeding out the duplicates, the issues that have been resolved, and the things that need priority. In our workplace, we have only 2 dedicated technicians, myself included, that service 4 sites; both deskside and through the cloud. As one could imagine, this places quite a strain on top of the necessary workload from the afformentioned companies that are responsible for my subcontracting work. Also, the umbrella that was formed when these companies fought for control of the contract has created an ineffective, soon to be obsolete system of operation that needs to be navigated in order to obtain frivolous amounts of information that should be given alongside the work requests; but that is not the case. The people in the office are nice enough, and I have no problem with the onsite management that are there. My issue lies mostly in the inability given to me by this failing system that causes difficulty in me being able to perform even the most mundane IT tasks.
Prosgood people, a somewhat stable job
Consi have not been salaried nor had benefits since i arrived onsite, horrible work allotment system, expectation to meet deadlines with no regard to the others under the umbrella, no coordination when work needs to be done, no communication when issues are discovered.
As a senior Manager at Philips handling manufacturing operations and global sourcing, the major areas I cover in Philips Lumileds:
Supplier strategy (Corporate) – Supplier selection and qualifications, negotiating contracts and supply agreements, capacity and production line readiness, line/quality audits, quarterly business reviews. In short well experienced in the procurement process, procurement system set up and quality assurance
Business model & implementation: Selection and execution of the different business models with selected suppliers – as ODM suppliers, as invested business partners, as purely subcontractors with manufacturing value add – each driven with different supply contracts
Operations management: Operations at subcontractors and assembly houses, business process from material readiness to process flow and outputs. Daily production outputs are modelled (people, machines, process steps, bottleneck processes, shift-wise) and measured against production targets
Commodity and Costing: Global materials sourcing, realize tight cost targets and roadmap that often exceeds business needs, ensure quality and fast delivery. Captured 7% of global market share in 3 years
Supply chain set up: Set up forecasting and ordering process, shipment schedules and logistics
Finance/CAPEX: Work closely with finance on revenue and profit management, represent business unit at CAPEX board – present business cases for funds approval, manage invested assets at
Friendly environment and great place to grow in healthcare and consumer
A typical day at work, is finding a new desk to sit at every single day, as there are no designated seats. Catching up with your manager over a cup of coffee and talking about tasks or general news. Then start with catching up with emails and work on assignments. You can have lunch whenever and wherever you want at your convenience there are no hard bent rules. Most folks end up working late, I have stayed till 11pm once, just to get work done as most mornings and afternoons are spent in meetings without getting the time to work on those meetings.
I learnt to work in a matrix environment, I gained alot of confidence approaching people for work, understanding product lines and the underlying business, managing KPIs.
The management whilst fixated on cost control, can often take harsh decisions that are not applicable to themselves. They have their favorites and I do not see much ethnic diversity within top management. Overall though they are quite supportive of their employees well-being, especially during Covid era.
The work environment is quite friendly, the appraisal process is very slow and sometimes unfair, you will not see much growth potential in your career unless you are in sales or marketing. There are alot of learning, volunteering, well-being and fun initiatives for the employees to engage in from HR. Most people come in casual clothes if they dont have any client meetings, non-client facing roles often come in casual or semi formal clothes.
Parking ar
Personal Response Associate for Philips 'Lifeline'.
Philips overall might be a great company, but their 'Lifeline' division is lacking in so many ways.
Overview of Position:
Responding to "emergency" alarms, although 95% of them are false alarms. Will spend the majority of the time talking about low batteries, trouble shooting technical issues with devices or marking down false incoming alarms. The software applications are outdated, complicated, and tedious to use. Would expect something better from such an 'innovative' company. Loud environment, you sit side by side with other operators. No individual seating, desks, or privacy.
The North York office only have about 12 desks, clustered into one tiny corner of the office. Personal Response Associates a.k.a. "PRAs" are at the bottom of the food chain at Philips Lifeline. Customer Care (CSRs) is considered a promotion which you will not even be qualified for until you complete their 3 levels of certifications, which you can only take every 6 months.
Management:
Unprofessional management team(Toronto/North York Office). The manager and supervisors will not treat you as an individual. They will make little to no effort to accommodate you, they will say one thing to your face and do the complete opposite. They say they encourage and value staff suggestions, this is also not true. They may even penalize you for giving your opinion on a matter they did not want to hear.
Pay:
Below standard. Smaller compa
ProsBenefits on first day of work
ConsManagement, low pay, few incentives, monotonous tasks.
Worked on Adobe DayCQ5.X installation, configuration and development.
Worked on Adobe DayCQ5 Web Application Development using CRXDE Lite, CRXDE, SVN, OSGi (Apache Felix), JCR, JSR-283, File vault, WebDAV.
Worked on security, user creation, groups and Workflow management and customization in Adobe DayCQ5.
Worked on Adobe DayCQ5 multiple Rendition creations and Replication Agents.
Sound knowledge on all Adobe DayCQ5 Authoring tools, publishing tools, integrations, developer tools, Admin tools, serverproducts and Repository Components.
Worked on Adobe DayCQ5 pages, templates, components, Workflow management, Activation of the pages, tagging, forms, AdobeDayCQ5 collaboration events, blogs etc.
Worked on Multi site management, translations, language copy tool, blueprint, live copy, Local sites, and master sites in AdobeDayCQ5.
Worked on Multi Campaign management and targeting features of Adobe DayCQ5.
Worked on custom Maven scripts and cURL scripts for deployment and building different CQ applications
Worked on custom feed uploaders for importing content to Adobe CQ CRX.
Worked on Day CQ custom Sling web-services for accessing different third party contents.
Worked on Adobe DayCQ5 package manager, building package and deploying.
Worked on Alfresco and Liferay Implementations
Worked on Alfresco WCM, DM, Rules, Workflows, Web-scripts
Worked on Lucene, Solr Search Implementations
Worked on Vignette Implementations
Worked on VCM, VAP, DPM Implementatio
Empresa que não dá muita oportunidade, para quem tem conhecimento e tempo de serviço e que veste a camisa.,
Os promotores eram exigidos, de forma que a empresa não dava o suporte necessário, chegáva-mos no local de trabalho nos apresentáva-mos para os vendedores da área atendida, e para o gerentes, depois limpavá-mos os produtos, buscava visibilidade com a exposição dos produtos, expondo a marca em pontos estratégicos, para poder alavancar as vendas, no entanto era meio complicado, pois nesse mercado principalmente de CE, a concorrência é alta, no quesito bonificação para os vendedores, pois estes são raros os que vendem porque se identificam pela marca e acreditam nesta. Essa era a parte mais complicada na hora da venda, conseguia oferecer para o cliente, mas na hora de fechar a venda eles trocavam a marca até diziam mal da marca que eu trabalhava.
Nem todos os colegas de trabalho cooperavam, principalmente os novatos, eles nem ligavam para horários, não faziam nada nas lojas e isso não adiantava falar com o coordenador/supervisor, mesmo os vendedores não gostando dessa postura dos novatos, pois os mais velhos passavam como chatos e fofoqueiros, e isso só ía deixando os mais velhos e que gostavam de trabalhar mais irritados, pois não tínhamos o reconhecimento em nada que fazíamos e os novos abusando de tudo.
A parte mais difícil era pensar de como conseguir ganhar espaço e fazer os vendedores vender a sua marca, sem cobranças de bonificações e conquistar espaços na porta da loja, ou em pontos estratégicos, pois a marca não fazia nada para mudar esse quadro.
A parte mais agradável,
Prosnão possuir bonificação para funcionários antigos
Conster que trabalhar nos feriados, sem necessidade, fazendo com que a pessoa não tenha vida social em família.
Questions And Answers about Philips
Why did you leave your job at Philips?
Asked Mar 23, 2017
Stressful and very poor management.
Answered Jun 9, 2021
Laid off after 25 years with the company. Replaced by unqualified engineers from overseas.
Answered Mar 28, 2020
If you were in charge, what would you do to make Philips a better place to work?
Asked Apr 7, 2017
A livable wage and a Better insurance plan and a better 401k plan. Then they might keep good talent. They lost great welders and workers to McDonald’s and Walmart because they will make more there.
Answered Sep 15, 2021
Better management.. very inconsistent.. don't know the job.. and shows favoritism
Answered Mar 25, 2020
What would you suggest Philips management do to prevent others from leaving?
Asked Mar 23, 2017
Making PHILLIPS to hit ones the best place to work. Friendly environment, a sensitive feeling in everybody that the best way to work is feeling like they are not working; they are living a job; incentives the friendships between employees in order they they honestly concerns that his colleagues are really friends and that they are working together to make each one fill what is the best to Phillips.
Answered Jun 17, 2019
Manage your staff with ethics. Very disappointing management team. They verge on the side of being abusive.
Answered Apr 12, 2019
How long does it take to get hired from start to finish at Philips? What are the steps along the way?
Asked Jun 30, 2016
I applied and a little over a month after received a call from the recruiter, 2 weeks later was an on-site interview, one week later I got the offer.
Answered Sep 12, 2019
Contract to hire is very quick but hired full time could take a while. I’d say about a month but depends on the need
Answered Nov 19, 2017
What is the work environment and culture like at Philips?
