At Abbott, we’re committed to helping you live your best possible life through the power of health. For more than 125 years, we’ve brought new products and technologies to the world -- in nutrition, diagnostics, medical devices and branded generic pharmaceuticals -- that create more possibilities for more people at all stages of life. Today, 74,000 of us are working to help people live not just longer, but better, in the more than 150 countries we serve. leer más
Pretty good. I've been with the company for 10+ years. Initial pay was low, way LOW. But I've worked to earn increases and feel that I'm average compensated now. However, culture has shifted in the past 3-4 years, with cuts and squeezing more and toxic culture now (molecular specific).
¿Qué es lo mejor de tu paquéte de compensación?
Annual cash profit sharing is a great benefit.
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¿Qué es lo que más te gusta de tu equipo directivo?
Cares about making money, growing Abbott's business, by encouraging sales to win accounts, and do whatever it takes to win more sales.
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¿Qué son algunas de las mejores cosas de tu equipo?
The majority of our team is out there, trying to help our customers, and improve health care. Quite a diverse team too.
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¿Qué fue lo que más te gustó del proceso de entrevista?
Felt more like a conversation, than being grilled. It also felt like both sides wanted to ensure a good fit for the employee and the company, not just the company trying to get every drop of work out of the employee.
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¿Qué va mal y cómo puede mejorarse?
Leadership needs to work at improving morale. Managers look to blame and place fault, rather than actually find solutions. Most divisions at Abbott are good to great. (molecular division has some serious morale issues, inequity in the workplace, and toxic culture).
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¿Qué debe cambiar para mejorar la cultura de la empresa?
Better balance of work across all teams. Some people are working like crazy, pulling along others (some accomplish tasks in 1 day, whereas others take 3 days - yet this inequality in contribution is tolerated). Managers need to OWN actions, rather than just forward their work around.
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