Parker Hannifin Leadership Employee Reviews
What do you like best about the leadership team?
Drive for continuous improvement and engagement
There are concerns about the employees and give to us a lot of benefits
They are always willing to listen to someone who wants to advance
The leadership team is approachable
Friendly staff nice people to work with
They are smart and very forward thinking
Responsive and committed to the organisation
The leadershio team is inclusive and informative.
that most are honestly trying to be the best that hey can be
They are good people on a personal level, and as colleagues. Their vision of the future and the tools and road map to get there are wrong.
Push appropriately to achieve goals, while listening to team feedback.
Fluid and forward thinking, open to innovation
Will be there for you when needed
Its like a family when you come into work, except the family cant speak english
He's there to help everyone out
My leadership team empowers their employees. No micromanaging.
Friendly mostly, and open to talk.
Generally fair and nice, need more of a people focus
I dont know them or notice them. Very numbers oriented. You are on your own
When a issue comes to be they are quick to fix so we can get the ball rolling again
What does the leadership team need to get better at?
Listen to the floor & send your LEAN consultants packing
Not playing favorites and getting the job done!
listening to the managers and addressing outstanding issues
Leading, they leave the leading to non-leaders, plant workers, it staff, lazy is the only way to describe management
time management, work life balance, effective leadership
Remember the people are who brought the revenue in good years. Don't be so quick to be willing to cut/ reduce pay of those same people in the down years and then be so proud to talk about the big dividend you're paying the stockholders.
Setting realistic expectations for team members.
Parker Corp. Needs to overhaul IGFG division
Listening and skill growth, managers are consistently in a state of burn out
Team work, They have low EQ's, etc.
Given that Management is the root of the problem, I am afraid I cannot offer any advice that would be taken seriously.
Review from Operations Dept
Decentralizing decision-making and reducing bureaucracy.
I think Corporate needs to get real and start asking real questions in "their" surveys to employees, rather than questions that will show an answer they hope to receive or that cannot put Parker in a bad light. This survey here was real, asking real questions.
Connecting with the employees outside of the c-suite. Modernizing the culture (it still feels too much like a "good 'ol boys" club). Also, the organization is VERY siloed, which makes accurate and timely information transfer very difficult.