Marvin reviews

- Favoritism is rampant at this location. Management will frequently look the other way if they favor certain subordinates. Whether someone is being rude/hostile/inappropriate, it doesn't matter. If they like that person, they will disagree that it ever took place at all. I've been cussed out by someone and was told "that doesn't sound like something they would do." Avoid going to management with these issues. - Managment does not handle interpersonal conflict that affects production numbers. If the line slows down because someone is purposely not doing what they're expected to, they will just tell someone else to "help that area". Consequently, hard working associates get punished for their hard work by baby sitting people who choose not to work. This creates a great deal of passive aggressiveness between coworkers that never gets addressed. And when it *does*, associates are just told to "grow up" like they're children. - Management frequently moves people from one department to another without that person having any say in the matter. They also completely halted the ability to request a transfer to a different department. With the Production Manager going so far as to say "it's unreasonable to expect to transfer whenever people like for whatever reason." But they can do it whenever? - There is a VERY strict policy for associates that you are not even allowed to have a cell phone on your person while on the production floor for "saftey" reasons. If you are seen with a phone you are warned, then possibly written up, and even terminated in some cases. HOWEVER, if you are in management, engineering, quality, an intern, a random person on a tour of the production floor, then they absolutely don't care if you're on your phone. I have seen production supervisors playing mobile games at their desk, suits taking phone calls in the warehouse, interns showing each other pictures of the fish they caught over the weekend. Policies and rules are enforced only for people of less importance. Rules for thee, but not for me. - Injuries are improperly handled constantly. People that should be on weight restrictions get denied and end up reinjuring themselves. Associates have their FMLA claims denied constantly and many end up using all of their PTO and UTO to go to the doctor or just to stay home and rest. - Training has taken a nose dive. You get a week long crash course when you get hired and get let loose after that. It is extremely rare for current employees to receive training to brush up on safety, quality, or product knowledge. This leaves a TON of inconsistencies when navigating product defects and procedures.

Entire previous Northwood Continuous Improvement Engineering Department has left by beginning of March 2022. Department was started in August 2020 and ended up containing two Engineers (myself included) and a Manager; my manager had years of industry experience in Continuous Improvement and a bachelor’s of science in engineering and an MBA, and my engineer colleague had decades of experience in all facets of continuous improvement and had also been a CI consultant for many companies, most notably Toyota, yes THE Toyota. The TruStile Northwood Management and Leaders were not interested whatsoever in legitimate Continuous Improvement, ignored suggestions, failed to hold up their end of projects, intentionally botched projects because they hadn’t thought of them, and instead tried to push their own poor interpretation of CI with no formal or previous experience in lean manufacturing, 5S, or anything CI related. I had no idea how toxic the Northwood office was until I left for another job and worked in a place where people just did their work, knew how to collaborate and work in teams, treated others with general decency and respect, and weren’t constantly throwing each other under the bus to please/look good to the CEO. TruStile compensation is well below industry averages, and in years with non-crazy inflation the best raise I got was a little over 2%. When I left for my new job, the new job compensation was a 30% raise over TruStile, TruStile never even proposed to me a counter-offer, and was the best move I ever made professionally and for my mental health. Don’t work for TruStile in Northwood or Denver, overall, it’s a low-quality employer. Lots of brain drain has occurred and good talent have left in droves from both sites and all departments in the past year and a half. If there’s hope for things turning around at TruStile, Marvin is going to have to completely clean house, including every nook and cranny of the management structure for both Denver and Northwood sites.