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-Employees overworked, under recognized, and under paid. -recognizing the Seattle area is a competitive market and said they would look into it but like many other things it was an empty promise that resulted in no change. -The drive for innovation was drained from what Juno was and replaced with the bureaucracy of BMS. Once again acknowledged as a problem by management but nothing done about it. -Employees who had to come in and work during red-phase of the pandemic to keep the company and the projects moving forward were given the equivalent of a crappy pizza party for their hard work with nothing of real value while upper management worked from home only for them Dec 2020 (around christmas as another note) to announce that nearly everyone below directors would no longer be receiving stock incentives so that was a nice kick in the teeth after the intensity of working under very restrictive and challenging covid conditions. -great co-workers with incredible knowledge began leaving in droves and the management response was the typical textbook "oh theres nothing wrong" filled with excuses like their stocks vested thats why they left. -The company is not competitive not only in salary in the area but in the job market. Many positions are not full time only contractor with no guarantee they will get converted and the contractor roles have terrible benefits so it doesn't attract top talent so good talent is leaving and the new hire options are not great. -Spent all of Covid taking Pulse surveys every week on what we thought about the company and working under covid restrictions only for them to receive the same complaints that were responded to with gaslighting. -There is no real understanding or reasoning behind promotions. Some people are high contributors with many years of experience and have experienced what you may expect with a promotion timeline (about every 3-4 years after showing they are at the next level) while other groups have people who have received a promotion every single year and are now at high levels with 5 years experience out of college and are somehow above the previously mentioned people with 10+ years experience and graduate degrees. Promotions are definitely more frequent in some groups than others and just drives resentment between people and groups.

I’ve worked at BMS for several years now in several sites and several roles. All those roles were very satisfying, and I have had some excellent managers at BMS. When I first started, it was my dream job. After a series of leadership changes, I came to Devens, MA. The organization I joined lacks leadership. Hardworking, high performing employees are passed on for career opportunities and promotions. Several scientists in process sciences who published their science and made significant contributions left the company because they were passed on for promotional opportunities. The analytical sciences organization is a political nightmare, with the leadership expecting us to work like robots. As long as you pander to the agendas of different managers, the quality of work doesn’t matter. Mid level managers hire several contractors and do nothing. Harassment of women is common. There is no concrete leadership goals for the organization. When new employees who join from other companies in director level positions or above, we always anticipate positive changes. Unfortunately, they imbibe the negative culture of the leadership and let their good employees leave as well.