Tolmar reviews

The company does not consistently follow its own core values in how employees are managed and treated. HR interactions can feel one‑sided—expecting respect and compliance while not consistently showing respect in return. There is too much management overhead with limited visibility and support when employees need leadership most. Employees are frequently expected to work holidays, creating work‑life imbalance and burnout risk. Merit increases have not matched cost‑of‑living increases, leaving employees feeling they are falling behind financially. Policies and schedules vary across locations, creating inconsistent expectations and a perception of unfair treatment. Company performance is often communicated positively, but employees don’t feel that success is shared or reinvested in them. Many employees feel uncomfortable speaking up and worry about job loss, which negatively impacts culture and continuous improvement.

- Poor production planning lead to lots of efficiency improvement opportunities. - Communications between department sometimes is lacking that lead to "Production emergency". - Company is relatively new. Lots of inexperience people throughout the organization (shopfloor through leadership team).