Human Resources Manager/Strategic Business Partner (Former Employee) – Brea, CA – June 2, 2014
As a large conglomerate it can feel as though you are lost in the fray, but the company does a fantastic job of focusing on its employees and ensuring their voice is heard. The people who work there are truly what make it a great place to work and the company does well to promote from within.
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.
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.
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.
Manager, Financial Systems (Current Employee) – Orange, CA – March 12, 2015
Fun in the workplace can significantly improve retention, happiness, talent quality, and even productivity. Under the right circumstances, a fun work environment can benefit both your organization and employees in a number of ways. The rewards are great enough that each and every organization should be compelled to at least consider it as an option.
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
Shipping/Receiving Lead (Former Employee) – Middleton, WI – September 4, 2013
releasing orders and following a process ,,shipping & receiving , cycle count , and answering calls from customer services , and sales person,, learned , SAP software, and management scale, and resolve all daily problems,with a great crew,,who I coached ,, Hardest part is when we are busy day with short crew,,we managed a hot orders first,,in mean time we enjoyed the job when we finished all orders , and satisfaction of our customers,
christmas party, and the traveling to baseball games.