Evonik Corporation Employee Reviews
Out of 2944 Evonik Corporation employee reviews, 82% were positive. The remaining 18% were constructive reviews with the goal of helping Evonik Corporation improve their work culture. The HR team, with 97% positive reviews, reports the best experience at Evonik Corporation compared to all other departments at the company. The Marketing team offered the most constructive feedback, with 23% of that department's reviews constructive in nature.
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
Why do you feel undervalued and what would make you feel better about your compensation?
The pay at Evonik is not competitive and the benefit offerings are minimal compared to other North American biotech companies.
all the companies min this area and industry are higher paid and have better benefits we work many extra hours to cover vacancies and do feel under appreciated
Not applicable at the moment
Making sure I am fairly compensated for my education and experience.
Review from Customer Support Dept
Evonik must recognize its pharma sites are different from its traditional chemical manufacturing sites. The regulations and demands are substantially different. To attract and retain the talent required to be successful and maintain that success, pay will have to align with the pharma industry.
What do your coworkers need to improve and how could you work together better?
equal work for equal pay
Communication Making sure they we are not overworked.
Review from Customer Support Dept
Take responsibility in their work ethic and come in with a " team player" mind set. if in doubt I would want them to ask questions instead of just " doing it." I sometimes feel the division between day shift and night shift.
Most people are not motivated to show their best self at work. Most of them are just getting by. We don't have a high performance culture because incentive is not there.
Review from Marketing Dept
Team building supported by the company. Teams for start-ups and teams who have changed over more than 50% of its team in the past year should try and identify ways to figure out everyone's communicating styles and personalities. Communication is key and everyone is different.
What needs to change to make the company culture better?
More fequent free food always brightens a day.
Evonik has always considered itself as a "Family company" and I think that has changed a little bit (maybe because of the pandemic). HR needs to be a "safe" place for the people who are not feeling well in the work environment and try to follow up on that, put a plan in place for the managers
Review from Finance Dept
If I hear more corporate culture talk I will quit.
The work locations are in unattractive areas, pay is not competitive, and support functions (IT, HR, Procurement) are not responsive. This results in high turnover that results in a constant level of stress. Make pay competitive and perks to make people feel appreciated.
Review from Engineering Dept
An HR person on site to directly handle personnel issues
What would you improve about your company's interview process?
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What's going wrong and how can it be improved?
honesty, equal pay for equal work, make our company more attractive to people buy giving wages more inline with other companies in the area so we are not short handed and do not need as many contractors
Work Environment The way people at the site communicate Instead of fixing problems, we like to patch and keep it moving only to have the issue resurface time after time.
Review from Customer Support Dept
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.
Communication needs to be improved.
Overtime ruins my motivation at the start of each week. Most of the time we don't need OT, but we do not get called off because they tend to dig around and try to find a reason to keep us. Scheduling OT a month ahead really puts a damper on motivation and overall morale.
What would you most like to see improved at your company?
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