SALES ENGINEER (Current Employee) – Woburn, MA – February 14, 2018
This company has about 70 employees and also had a turnover rate in 2017 of 35 employees. We joke that to keep costs down we need to refrain from making nameplates for new employees. The turnover is unsustainable. About half of the turnover is from the company letting the employee go which is done poorly and without any planning at all. As a result, new employees aren't trained really and don't really know what their job actually is. For some reason, HR is involved in monitoring the new employee until they make a mistake and then are written up for it.
The company is stuck in the past. Salaried employees need to work 45 hours per week and everyone in the company goes to lunch at 11:45 exactly and has a half hour lunch. Their flexible hours policy is garbage. Too much time is spent focusing on how long each employee spends on a particular customer order and most of the write-ups correspond to this.
There is a lot of data produced to survey the health of the company in various aspects. It takes a lot of time but nothing happens with the information so it is a complete waste of time.
The pay is good though and the vacation, dental and medical benefits are really good. They pay 2/3rds of the deductible for medical bills. I haven't seen that before.
Production Manager (Former Employee) – Woburn, MA – January 13, 2018
The culture and morale at this company is so negative and low you will notice this by day 3 of working there. The management drives design issues to be corrected on the manufacturing floor this includes making the manufacturing work harder to compensate for the short comings from the design. You are held accountable for every minute of your day even if you are management as well as your efficiency. note that efficiencies are based on manual data entry and are subject to serious data entry mistakes and there is at least one of those mistakes a week. Micro management to the extreme including creating more paperwork to correct the short comings of upper management, process controls, and the ERP system. Some managers are too involved in the day to day operation creating serious morale and cultural issues on the production floor enforcing the "rules", and there are plenty of those to help slow things down and keep the morale nice and low. Anything you negotiate, and that means every little detail, you need to get in writing or you will regret not doing it. The company not only is using 1980 technology for manufacturing but they run the manufacturing floor using that cultural 80's management style. Very high turnover rate except for maybe 8 - 10 people who have been there for 20 years or more. They will sell you on it being a "employee owned company" this is not true and do not fall for this sales pitch. They are a low level ESOP which is dramatically different than "employee owned". The Continuous Improvement program is weak and driven by the employees with minimal assistance, andmore... is run on a shoe string budget similar to the rest of the organization. Within one month of me starting here they sent out a notice of a reduction in benefits, which they used as a selling point of the company, this is something they knew about well before they made me an offer. The upper management tries using Fortune 500 company techniques from books without much research or knowledge of manufacturing and this is actually stopping the forward progress of this being a very successful company. The worst company I have worked for in 35 years the best day here was my last day..less