Pros
- Autonomy at the sales level to achieve revenue target - Company vehicle - Company stock purchase plan - Pension (3% of salary) - Technical support experts do a wonderful job supporting the field - Most District Managers do a spectacular job bridging the GAP between poor upper management decision making and keeping the people of the company happy / motivated
Cons
- Extremely poor work life balance and no clear strategy to address in the future (company has been reducing head count since Covid-19 and not replacing retirements or resignations) - Poor initial training program(s) and minimal retention of 5 yr+ employees to provide on the job training to new hires - Recent reductions to commission plans, aka pay cuts (specifics differ depending on division / industry, but have been broad sweeping across the company) - Too focused on creating "share holder value" (company is too engaged in OI and GM targets to facilitate stock buy backs vs investing in its employees and R&D to foster innovation of new technologies to gain or create new market share ) - Marketing departments often provide poor outputs due to company's strategy of hiring MBAs with minimal market / industry experience vs promoting from within (have often found that a Marketer has never stepped foot in a customer's facility or has a tangible understanding of the types of problems Ecolab can solve for their customer and the value the customer receives, they simply recite what they hear in meets or read from outdated department material. Additionally, the company has lost notable talented employees because they would not promote them to marketing roles)
