Caterpillar Inc. Employee Reviews

Streamline processes & reward those that actually do the work

Treating employees with respect, Quality, and Velocity

Corporate executives need to quit forcing mandatory overtime on weekends. Let workers do their 5 days work weeks and enjoy their families with two days off. One day off is not sufficient rest especially in states where the summer heat stays in triple digits.

Not given a clear plan to follow and feel uneasy around the upper management leaders.

Communication, an listening to tool box briefs, an less of a blame culture an finding solutions

No stock/equity options as of now. I feel base pay could be higher too.

The pay increasing as the cost of living has. My comfortable lifestyle is no more. We live poor now.

Review from Operations Dept

Higher pay and additional sense of purpose as a company as well as an employee

Review from Engineering Dept

Making more jobs for people that want to help and do better for the company.

Fair wages an jobs on the shop floor for Ranstad employees

At the caterpillar academy people are lied too, promising them jobs that dont exist, there are people working at Desford for ranstad for over three years truth

There's nothing nobody can do when you're management your management is fixing plexus plexus make it look like it's the team's fault

avoid reporting & work honest & hard to achieve the Goals & take the Path of Truth.

Lots of politics and people tend to talk behind one another's backs. It is difficult to trust your coworkers and leadership team.

Understand competing metrics and work for the common good, but there is fear of retalation or being fired if tjis approach is taken

Increased wages to improve work life balance, better and clearer explination of upper managements expectations for all production workers.

Leadership needs to open their ears and take suggestions from people that are of lesser rank than them.

Your management there insurance Texas is committing fraud

Listen to the works who are on the floor and see the problem daily

Find ways to reduce over time. 10 hrs/ day at least and Saturdays was not very sustainable

Review from Operations Dept

It didn't accurately reflect the company culture

technical test and panel interviews precede hiring manager interview

to get away from the STAR format

I worked in quality I printed out Gages that were calibrated in my name and I wasn't even at work work my name's Phil hilly Gages that were calibrated in my name and I wasn't even at work work my name's Phil hilly

Create interviews that accurately ask and capture skills of the role that you are interviewing for

Communication and not short staffing. Also it is very disheartening to know that because I'm gay my time request offs get taken less seriously and denied more than my straight co workers

Review from Operations Dept

We are treated poorly by executive management. They don’t care about what we contribute and are fast to criticize and make changes without understanding the impact on their e

Review from Engineering Dept

Constant favoratism, very little training, toxic culture, constantly raising work quotas etc

I know it seems cliche, but employees generally understand that we work at a publicly traded company. But stop running the company based on shareholders and start focusing on the customers would be a good start. Sacrificing quality and employee safety for shareholders does not seem sustainable.

Wrong leadership in key positions. Gotta get experience in there to train those positions before handing over.

Review from Customer Support Dept

I'd like the internal brand to be more consistent.

Review from HR Dept