Evonik Corporation Leadership Employee Reviews
What do you like best about the leadership team?
The leadership team listens to employee input and strives to find ways to bridge the gap, to meet both Evonik standards and needs as well as the needs of departmental needs.
not applicable at the moment
Honest. Looks out for the employees. Not quick to change processes in uncertain times such as COVID.
Review from HR Dept
I like the fact the NALT is open and transparent.
They are clearly investing time and resources into my site
At the moment we currently don't have someone of leadership in the department i am in.
We get plenty of updates with new about current and future statistics regarding the site's performance, and what to expect in the coming months.
All members of the leadership team care about all Evonik employees and safety is the top priority.
Open, willing to ask questions to employees and to answer employee's questions.
Transparency is a top priority.
Review from IT Dept
we work as a team
I cannot say much as I do not know who they are. I am glad we are still in business.
Review from Engineering Dept
Diversity in educational background, professional experience, responsibilities/functions, competencies and skills
The listen to my thoughts.
My Colleagues are the most talented and interactive people.
Most of them try to inform the important news in a monthly basis.
Review from Finance Dept
They are willing to listen
They are hands off and trusting
Review from Engineering Dept
The North America leadership team is fairly visible.
Which "leadership team" do you mean?
Review from Engineering Dept
What does the leadership team need to get better at?
communication and honesty better visibility to what the future actually holds so we can plan accordingly!
Communication Organization Hiring the RIGHT people In addition to communication, making sure employees stay in their 'lanes'. There are way too many people without authority that try to dictate what departments should be doing.
Review from Customer Support Dept
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.
They need to have less of a top down approach. Drop programs that are a waste of time that everyone hates ( B-safe, 5S, operational excellence belts). These are programs are designed to make upper level management look good, but are only a nuisance to the employees they directly involve.
Don't know who is on the North American leadership team
Seriously addressing work-life balance or empowering sites to do this.
Priority to people's lives should be made over grasping for profit.
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.
Listening to their employees needs. Not pile so much work onto one person. Give praise and perks to keep retention
Review from HR Dept
Be honest and transparent. Define goals. Take responsibility. Gain knowledge of the field they are working in.
expressing a vision, we overreacted to covid restrictions for the long term, get people back to offices because home office takes away our competitive advantage by reducing human synergy
Review from Marketing Dept
Be a good listener and provide support system.
Providing opportunities for growth and development especially for employees at small site
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.
Stop being so damn woke.
more active participation in the BL's regional business strategy, launch more pro-business initiatives (like meeting with key account customer, presence at tradeshow/conference , build relationship etc.) and lend big support to the employees on the ground.
Hire and train so the level of knowledge is able to be passed down and work load supports being able to train people is a positive way vs thrown to the fire. Fix the supply chain to match production level expectations.
express the goals, encourage success, recognize employees
Review from Engineering Dept
Help with the crushing workload
Review from Engineering Dept