Customer Service/Quality Assurance (Former Employee) – Marengo, IL – November 4, 2015
The co workers were awesome. The working environment had times of great stress and concern with it ever changing and being a worldwide company. Many good people were let go to maintain the company's profit targets. This was the hardest part of the job. The most enjoyable was building and repairing products.
While working at Danaher (Beckman Coulter) I grew as a professional as well as person. My experience at this work place were knowledgeable, and insightful. It accommodated my needs at the time of hire to be able to continue with the family needs that I acquired at that time in my life. The opportunities to grow in my field of employment were always available and I was able to take advantage of the challenges offered where I performed at 100% of my ability. The relationships developed with my co-workers were true and loyal and we learned to work as a team were each of our work reflected the balance of an excellent working environment. I always felt as if it was my second home. The only reason I left was because my family moved to Maryland and I didn't want to continue being alone in Florida.
Assembler (Current Employee) – Elizabethtown, North Carolina – April 2, 2015
Danaher has the worst management ever. The management focus more on friendship than business. Favoritism is out of this world. There is definitely no trust with the management team. We cannot even go to our human resource for help. The rules are not for everyone. Certain individuals are definitely excluded. The pay is horrible meaning an individual that has been there for 40 years is making the same thing as individuals that have been there for 3 to 5 years performing the same task. The raises are definitely unfair. How can your grade be the same every year even though you exceeded in mostly everything that was expected, but still receive the same raise year after year? You cannot advance in this place. It is according on who you are. It should be based off of skill, education, and performance, as well as some other qualifications, but race should not be one. Hate to sound cliché, but race is definitely a factor. You do not have to take my word, just visit the facility and do a walk through up front in the office area and decide for yourself.
GOOD: This is a great company to learn and develop in. They challenge you daily but allow you to accomplish things that you never thought possible. The people are amazing to work and the teamwork is amazing, even with conflicting metrics.
BAD: They will take everything that you will give which can cause a challenge personally to have a healthy work/life balance. They need to focus more on development conversations and actions instead of daily objectives.
Inventory Specialist (Former Employee) – Everett, WA – March 1, 2016
High customer service demand. Most work was done individually without much team work. Required a lot of push demands instead of being able to be proactive. Requires more communication between departments internally. Customer service is required for internal just as much as an external customer. Getting to personally talk with my regular customers in other service centers. Emails and instant messaging doesn't always work for explaining issues.
I have worked with Danaher for over 2 years now and have been promoted to 3 positions within a 6 month span. I went from machine operator, to Cybron Production and Scaling, to Quality Assurace Technician. Paying attention to detail and the need to learn more than my assigned postion, I am able to advance in my knowledge and understand how the departments work together to produce the desired outcome of parts and assembly. I enjoy leaning how to make new molds, how to adjust them, and gaining knowledge of what is part does for each customer we produce for. The engineers work closly with me to teach me details of their work, so I may improve constantly on my job in quality. I work closely with management in my daily work schedule where I feel free to make suggestions or offer advice to make operations more organized or improved as well as follow instructions given to me, I work overtime and in the place of those that may need to miss a day.I work weekends when needed and other shifts when needed.
Working 2 days on, 2 days off, 3 days on, 3 days off
The job is not in my field of study, which is chemistry. The pay is not what was expected of me, as I had experience before joining this company.
Mechanical Engineering, Quality Intern (Former Employee) – Chicago, IL – January 2, 2016
My internship at this location was excellent. The work I was exposed to contained more responsibility and value than any other company I had worked for previously. The work culture was great as well as the work environment.
Daytime Supervisor/Server (Former Employee) – Berkley, MI – March 9, 2015
I was challenged daily in my duties depending on the absence of staff members...Sometimes I Cooked, sometimes a server. Fortunately our customer base was neighborhood clientele and they were patient. It did improve my abilities as a manager and how to better prioritize situations to still fulfill my goals to increase guest satisfaction and productivity leading to increased sales.
Manufacturing Engineer / Process Engineer (Current Employee) – Elizabethtown, NC – October 22, 2015
It beats unemployment I suppose. Not a very good environment for personal or professional growth, but you'll definitely learn how to do for yourself because you'll receive no formal training and the management has no experience with any of the products.
Associate (Current Employee) – Southern California – June 29, 2014
Danaher's publicly stated #1 goal is to increase free cash so they can buy more companies. To accomplish this, they put all internal financial objectives (A/P, inventory, payroll, etc.) at the top front and center of the list, meaning things like customer service, supplier satisfaction, and employee morale take a way way way distant back seat. For example, at Danaher it's better to be stocked out on a product then to carry the appropriate level of inventory to keep customers delighted. It's better to go on credit hold with suppliers than it is to keep your production lines running. It's better to make the existing workforce work 60 hour weeks than it is to hire the appropriate resources for the job. Wall Street is easily fooled by the numbers, but those who have direct interaction with Danaher (customers, suppliers, and employees) know better. Ironically, it's not the associates at Danaher who get rewarded for the excessive work (keep in mind most are salaried), it's the stockholders of the distressed companies that Danaher buys (and the Danaher executives too, of course). Not even the stockholders of Danaher get a decent reward - the share price hasn't changed much in the last year or so, and only token dividends are paid. Most employees are looking for new jobs and WILL leave as the job market improves.
super long hours, no work-life balance, average pay, below average benefits at high cost, only 7 paid holidays, rude leadership