Questions and Answers about Mohawk Industries

Here's what people have asked and answered about working for and interviewing at Mohawk Industries.

View all 98 questions about Mohawk Industries

What would you suggest Mohawk Industries management do to prevent others from leaving?

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15 answers

Re train is more cost effective than fire and hire new, put on probation cut pay down a dollar in time frame they improve take off probation give dollar back in a holding for those weeks held as reward for improvement twice in 1 year allowed but twice in 3-6 months thanks for your service hope you luck (like summer school) to correct their habits you want to be a team player or not but be fair to all, management technically can not play favors or friends to some and not to all (real managers not bonus and salary managers thinking of their
self) I was there for my people as a whole and in a whole they took care of me which made the company grow ( my motto was take care of your people they will take care of you) upper management doesn't like this idea but the numbers showed them wrong

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The need to restructure management at the Thomasville facility. The tend to lie to employee's. Like tell them if they work their notice they can or will be able to come back as a rehire. And they have Shift Leads that go threw employee's personal belongings without consent. There are some good people at Mohawk. But you need to weed out the bad ones.

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Listen to the employee's opinion without management answering for them before they get a chance to speak. And if a employee finds another job and they work a notice, Mohawk should hire them back. Instead of making up excuses. And should offer more money also, it wouldn't break the company. And maybe the employee's would work a little harder.

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Stop micro-managing and favouring certain people or entire shifts. An unfair workload leads to people feeling like this job is terrible.

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Mohawk in Bennetsville SC is not very well organized. I personally think that the upper management could use some more training on how to actually run the facility. Management is selected for the wrong reasons (not by qualifications). Being an engineer in name only is not the way to go. An engineer should not have to have someone bail them out of a jam every time they have to go on a job. Maintenance needs to be more team oriented, and not every man or woman for themselves. There is an no I in "team".

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2
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Trust in your leads, don't micro manage and actually focus on safety. I love when we have a corporate audit, seems to be the only time safety issues are addressed.

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3
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Listen to your employees on the floor. Upper management dont know they aint on the floor but fpr abput 10mins all day...

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2
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Hire management positions from within and listen to the people who have been in the trenches daily.

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4
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3 management changes in 3 years in commercial service. Still won't listen to front line employees on how to fix department ills. This is the Mohawk way. Treat their employees like mushrooms instead of assets.

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2
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You need to give them more breaks

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