Evonik Corporation RD&I Department Employee Reviews

Good coworkers, penny wise pound foolish management. Evonik has no discernable long term vision. The "planning" views year to year as long term and month to month as short term. Undercapitalization for the last 10 years is taking a toll and viability on the 5-10 year horizon is not good

The overall vision and strategy of the company is very positive, but the environment is negative and conflict are constant. Managers and supervisors are so overwhelmed with Evonik's bureaucratic system that they don't have time to manage the most important resource: people! Rules & resp. not clear

Great teamwork/support from my coworkers if i need it. Clients are neutral. Only main issue is development due to busy schedule so you can't "learn" as often as youd like which would intern help you grow and move up the ladder.

it is very good so far

I have a great deal of feedback from immediate management, however if changes are proposed and supported by immediate management, upper management squashes it. The company is more concerned about the financial aspect (understandably), but no interest in what it takes to keep employees.

My Colleagues are the most talented and interactive people.

The NALT is clearly focused on improving diversity and inclusion at Evonik, which is shown through the support of ERGs and other initiatives.

cares about the region and retaining employees

They provide lots of opportunities for younger employees. They seem interested in helping employees grow, but there are too many portals to direct them. It's overwhelming.

As a Region, I am happy with the open and regular communication. I am encouraged by the initiatives to support ERGs, Technical Seminars, etc. My personal interactions with members of the NALT have demonstrated a willingness to listen and/or improve if possible.

The leadership team is absolutely tone deaf with respect to front line employee retention and recruitment. They treat operators as an unskilled position and do not understand the qualities that make good operators. Upper management in NA region has a demonstrated record of transparent dishonesty.

1st: hiring (neither underqualified or overqualified) 2nd: making sure to provide a good performance review with clear directions on how to improve as a professional 3rd: help to grow on their career This 3 points have been managed very poorly, specially at BHM site.

Be a good listener and provide support system.

Show that they are invested in us, as employees. Give us ways to improve ourselves.

Outline Clear concise goals. Don't talk about the need for speed, Act, put measures in place gauge the increase. Make it mandatory. That means removing all useless processes that are geared to slowing us down. We are not one Evonik. We are a collection of multiple companies operating individually.

The benefits package is very good

The benefits and paid-time off offered is good

Its all good. Lots of flexibility.

Salary adequate for the position

Having insurance is a plus. The company really need to evaluate that women are unfairly singled out with regards to bonus structure. Currently pregnant women are not allowed their full bonus, however if a man is on short term disability, they get their full year bonus, not prorated- Very unfair.

For it to be re-evaluated yearly due to increased stress/work load and inflation

If I am paid compared industry standards

Lack of promotion; without promotion, the salary increase is near zero when you are far above the middle point.

The key issues with compensation: 1) Recognition of Business Line competitors - i.e. healthcare, aerospace, electronics 2) Compensation analysts regular ignore candidates advanced degrees; but choose categories assuming only work experience time

I am much more senior than many of my co-workers, but am paid less than someone who just started here.

My team is very skilled and trustworthy. They will routinely go above and beyond for the departmental goals.

We communicate well with each other and try to work around each other's schedules

The level of competence and dedication is exceptional.

most are hard workers and passionate

communication and we always have each others back if needed

They need to stop complaining about their job and be thankful that they have a job.

Some departments struggle to meet deadlines which impact other schedules. Could be more cross-functional collaboration and team-building. Can be challenging to get to know other people if you don't work directly with them.

The individual contributors are mostly very friendly and good at their jobs. They hold the place together with the proverbial duct tape and baling wire despite the general incompetence of upper management.

everyone seems to care about the work they do

Excellence in science and engineering

Excellent plan, but poorly executed.

The ability for career development creates a motivating and inspiring environment.

more social events and/or networking

Positive attitude needs to come from leadership, need openness to change, recognition of people's hard work, encouragement of ideas, pro-active resource planning rather than re-active to deal with employee retention problems, learning culture rather than blame culture

positive feedback from company. acknowledge staff with appreciation instead of making everyone overworked and take away all the benefit because "we are underbudget" We need to help each other in the company not BLAME/PICK on other departments

The safety emphasis is so great that it paralyzes most lab activities. In addition, it feels that everything and anything needs to be approved by multiple people. The hypothetical situations brought up seem crazy for small scale experiments, and they further hinder us from making adequate progress.

Being able to do my work and not be micromanaged. I am expected to get things done and go home

Working closely with different groups

my coworkers and the science i get to do

Truly making a difference locally and globally.

adding value to the company

The primary issue is the level of staffing in process engineering and operators. The operators must have a more competitive starting pay, the experienced operators pay is competitive, but the starting pay plus refusal to recognize non-chemical manufacturing experience kills recruiting.

My individual site needs to grow beyond "everyone has a side job" We must accept that certain headcounts are necessary to keep work moving through our inadequate systems

too much administrative and bureaucratic work

better compensate your Scientists. help us learn more as you say we should but then expect us to watch "seminars" when we are already at 95% work capacity..

Nothing in particular is wrong, but I would not say that I am "excited" to go to work everyday. Some more interesting projects and additional resources would make me more excited about working each day.