Plexus reviews

Plexus manufacturing in Chicago seems to have a problem with hiring talented and motivated individuals. It seems as though all the talent gets a feel for a couple of years and then leaves, likely due to lack of engagement and career growth opportunities. Perhaps they do not offer very competitive salaries or the location is undesirable. There are many ex-military employees throughout middle management, and the organization is very rigidly structured. It seems like management focuses on the wrong areas to spend money - basic manufacturing and IT systems are very antiquated, making everyone's daily job frustrating, but there is no shortage of "window dressing" to wow potential new customers during tours of the factory. Many departments (quality, engineering, manufacturing) have engineers that are spread too thin, and not able to give enough focus on getting tasks done correctly in a timely manner. You can tell that everyone is stressed and overworked. Recent hires in the program management (PM) group seem to be in over their heads, and not able to effectively lead the Plexus team (quality, materials, test, manufacturing), or manage the relationship or expectations with the customer team. OILs quickly become stale, meetings become a complete waste of time. PMs have been referred to as "glorified event planners asked to manage electronics manufacturing" - they have little to no technical knowledge - they are unable to lead teams of technical manufacturing engineers.

-Zero real planning means OT balls to the wall 6-days a week or 10 hour days or BOTH MANDATORY! Be here or ur fired. NO JOKE. This can go on for up to a year or more all depends what area you end up in. -In 8 years worked 3 mandated stretches of 6 months or more in a row without a weekend off except for holiday and my meager vacation benefit. -Management downsizes employees with years of service every other year, depriving company of its culture and know how. -Quality culture replaced by numbers culture -When I first started Feedback was taken good or bad. As time went on the policy of openness means feedback marks you for "counseling" or "reassignment". -Managers are brought in off the street with no technical know-how and usually leadership abilities. Those that have "real skills or are the real deal" find themselves on the fences and move on rather quick. Usually in under a year. -Advancement without a degree is possible. There you are not well supported and you are held accountable for "hourly priority shifts or HOT lists" on products with lead times of several weeks (really months with the way things are so poorly managed) -Turnover is comparable to fast food which is clearly not good in sophisticated manufacturing. -Poor quality results from turnover + lack of feedback handling. -Hitting "numbers" and ensuring on time delivery is the only thing that is checked daily at the end of shift. Quality constantly suffers and it shows. -Fail rates in some inspection processes are worse then they have ever been, to the tune of more often than not, product fails basic inspections. Guess its human aspect of the working conditions, new building is not the problem. -Leaders are too focused on what their supervisor wants rather than what their team needs to work effectively. -Providing constructive criticism is met with "not a priority today" rather than lets fix that right now. -Support staff is not held accountable. Example... making sure working conditions are safe and productive. -Only way to get hired by Plexus as an associate, technical assistant, or production lead is to do a lengthy "Contract employee stint" Wont be less than 6 months, 12-18 months is typical, 22 months is the record. If you get hired on. -Company constantly recruits and hires, over hires sometimes, and then is forced to fire in bulk at the end of a quarter. -Employees are not appreciated except at the big meetings after we get "frequently challenged to not have to work the holidays that we are supposed to get as part of the big benefits package" because we are so appreciated. -Company has revised its own company wide internal goals downward since last state of company meeting because it could not meet its own goals. -Employee benefits have been cut -Employees who take health insurance must now do health assessments, this data is supposedly confidential, if you do not participate or meet the goals for health improvement, you pay more for your insurance benefit. (A lot more) -Leadership is more interesting in looking good than is good. -Morale is poor. -Assigned seats is a new thing that is contributing to lower morale and the ridiculousness of working in an already broken factory. If this sounds like the place for you. Go ahead and contact Kelly services they have a job for you unless you use drugs. Well you can use them and work there just pass one time drug screen.