In need of better leadership from the top - Anonymous employee TekniPlex Employee Review

The schedule and the job is pretty easy.

U have to leave ur family alone all.nignt

- Stable end markets with a diverse portfolio across the Healthcare and Consumer Products industries. - Opportunities to take on cross-functional projects beyond your core role, particularly in corporate functions. If you're proactive, you can gain valuable hands-on experience and build a strong resume, even if those efforts don't always translate into increased recognition, promotion, or compensation. -Competitive benefits. Health insurance costs have remained relatively stable, and the company offers short- and long-term disability benefits. - Many employees below the senior leadership level are hardworking, collaborative, and genuinely committed to supporting the business despite limited resources.

My experience is based on the corporate organization, which supports both the Healthcare and Consumer Products divisions. - Extremely limited investment in employee development. Training and talent development opportunities are minimal. - Career paths lack transparency. It is difficult to understand what is required to advance or how to prepare for future opportunities. - Outdated corporate technology and infrastructure. While there appears to be investment in plant and ERP initiatives, the systems supporting corporate teams lag behind significantly. -Accountability is inconsistent. Expectations and standards seem to vary depending on your leader or team. - Company goals are not clearly cascaded from senior leadership, making it difficult to understand how individual work connects with broader objectives. - Prioritization is lacking. Everything tends to be treated as a priority. - High expectations with insufficient resources. Teams are often expected to deliver high-impact work without sufficient staffing, tools, or support. -Performance ratings feel forced. Merit increases are constrained by calibration and limited budget pools, making it difficult for compensation to meaningfully reflect individual performance and impact. -People and culture feel secondary to operational priorities. There is significant emphasis on business results, but less visible investment in leadership effectiveness, employee development, and building a healthy workplace culture.