Clorox – The company doesn't walk the pay philosophy they talk. Pay is way below median. There are not many opportunities for growth unless you are in supply chain. Too much work spent on presentations and pretentious collaboration while decisions are made in silos | Comparably

Clorox – The company doesn't walk the pay philosophy they talk. Pay is way below median. There are not many opportunities for growth unless you are in supply chain. Too much work spent on presentations and pretentious collaboration while decisions are made in silos

Clorox Compagnie réclamée
The Clorox Company is a US-based manufacturer of various food and chemical products. Lire la suite
EMPLOYÉ
PARTICIPANTS
82
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745
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The company doesn't walk the pay philosophy they talk. Pay is way below median. There are not many opportunities for growth unless you are in supply chain. Too much work spent on presentations and pretentious collaboration while decisions are made in silos

Qu’avez-vous le plus aimé du procédé d’entretien?

Relatively fast and engaging. However, the job was misrepresented to me.

Qu’est-ce que vos collègues doivent améliorer et comment pouvez-vous mieux travailler ensemble?

They need to be able to have an open and honest discussions and provide actionable feedback.

Que faut-il changer pour améliorer la culture de l’entreprise?

Compensation need to be competitive. There is a need for clear path for growth and development. Performance measurement system should be less subjective.

Qu’est-ce qui ne va pas et comment cela peut-il être amélioré?

C-suit need to ask the right questions to get feedback and then back it up with actions to address enormous amount of issues.

Pourquoi vous sentez-vous sous-évalué et qu’est-ce qui vous rassurerait par rapport à votre rémunération?

My salary is below market median even though I am a Sr. professional. There is not pay equity as positions have different titles which make it hard to do equity analysis. Turnover in my profession is high but the Company does nothing to address the issues we raise openly.

De quoi l’équipe de direction a-t-elle besoin pour s’améliorer?

When organization lays people off, it's not ok to call them "friends we deeply care about". We lean on friends when times are tough, not separate them. Salaries are not competitive and there is a lack of internal mobility unless you are in supply chain. Many people are overqualified and stuck.

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