Stryker reviews

1. Quick turnover or transition to different position creating lack of consistency. This makes it difficult to really make improvements in any position because by the time you are ready to make significant changes you are moving on to the next position and job. 2. Management acts like they want honest feedback from employees, but really only want to hear positive feedback. No significant changes come out of yearly engagement studies 3. Tend to promote bubbly "yes" people, not the most qualified 4. You will be worked quite hard with a lot expected of you. Their recruiting process does a tremendous job bringing in great talent, but there is always the pressure to perform. 5. No flexible work schedules despite the fact that most of the office has laptops and could work remotely if allowed. 6. General feeling within the company is that we are underpaid, but benefits help make up for it

Drink the Koolaid or it will be a rough experience. Stryker prides itself in "talent management" and relies heavily upon The Gallup Organization for personality profile results to determine "strengths" for each employee. The company uses this process to justify some personnel actions. Employees who question the culture may find it difficult to enjoy success and may find themselves marginalized. The company moves so quickly in the R&D process that it often violates its own New Product Development processes in favor of performance metrics. End result is poor quality and no fewer than 4 product recalls in 2008.