Saint-Gobain Life Sciences Benefits FAQ

Pros

Pay is ok, 401k and pension, and health insurance are good.

Cons

Worst management I’ve ever experienced in my life. Have absolutely no idea how to run a business which is shocking for a global company. Constantly look for people to blame due to their incompetence. Refuse to deal with serious issues for employees. No job training which leads to not being able to advance to higher “levels” for more pay. Really a shame because when I started things were a lot better and I’ve watched the decline over the years.

Advice to Management

Quit.

Pros

They can work a lot of overtime or none at all. Very good on safety, pto and sick days and personal time. Vacation time. Medical, dental and vision insurance.

Cons

Depending on orders coming in may lay off or just let go some workers. Been trying to stay busy there.

Advice to Management

It's a small offshoot of a much larger company but there are as many managers as there are employees. HR department needs work. Overall though mostly positive.

Pros

1. Generous Compensation: Bonus, competitive pay, Pension, 401K 2. GoodHealth Insurance for Families 3. Vibrant and Inclusive Potlucks: these gatherings bring employees together from various backgrounds and create an environment of camaraderie and celebration.

Cons

While my experience at this company has had its positive aspects, it is essential to address certain areas that require improvement. Constructive feedback helps create a workplace that is supportive, inclusive, and fosters growth. In this review, I would like to focus on communication challenges, management accountability, and the importance of HR being a safe space for employees to voice their concerns. 1.Communication Challenges and Hostile Environment: Effective communication is the cornerstone of a harmonious work environment. Unfortunately, I have observed instances of poor communication within the company, leading to a sometimes hostile atmosphere. To nurture collaboration, trust, and a positive workplace culture, it is crucial to address these challenges. By promoting transparent and open lines of communication, both managers and employees can work together to foster understanding and create a more welcoming environment. 2.Lack of Accountability for Inexperienced Managers: One area that requires immediate attention is the lack of accountability for managers who may lack the necessary experience and skills for their roles. This situation can lead to frustration and inefficiencies within teams, ultimately impacting the company's overall performance. Moreover, the absence of accountability for their inexperience can be demoralizing for employees who are dedicated to contributing to the company's goals. It is crucial to ensure that managers receive the necessary training and support to excel in their positions. By holding managers accountable for their performance and providing them with the resources they need, the company can inspire confidence and promote a culture of excellence. 3. Blaming Culture in Production and Supply Chain: The presence of a blaming culture in the Production and Supply Chain departments is a concerning issue that needs to be addressed. When managers consistently resort to blaming individuals instead of seeking collaborative solutions, it creates a stressful and intimidating work environment. This blame-centric culture not only hampers creativity and problem-solving but also puts unnecessary pressure on employees. Instead of fostering a supportive and inclusive atmosphere, it creates barriers to effective teamwork and collaboration. 4.Importance of HR as a Safe Space: Human Resources (HR) departments should be safe spaces for employees to voice their concerns and seek assistance. Unfortunately, at this site, HR does not fulfill this role effectively. It is essential to address this issue promptly. HR should actively listen to employees, provide support, and work towards resolving conflicts and issues in a fair and unbiased manner. Creating an environment where employees feel comfortable approaching HR without fear of repercussions is crucial for the overall well-being and trust within the organization. 5.High Turnover in Higher Management and HR: The frequency of turnover among higher management and HR positions is an issue that deserves attention. Continuity and stability in leadership roles are essential for maintaining consistency and fostering a positive work environment. Frequent changes at these levels can disrupt workflows, hinder long-term planning, and create uncertainty among employees. It is crucial to address the root causes of this turnover and develop strategies to promote stability and retention in these vital positions.

Advice to Management

By taking proactive steps to enhance communication channels, provide training and support for managers, promote stability in higher management and HR, and encourage a solution-oriented approach, the company can create a more inclusive and positive work environment. By acknowledging and working to overcome these challenges, the company can pave the way for a stronger, more united workforce.

Pros

Great benefits package Great growth opportunities Stable organization- growing Typical growing pains

Cons

Lack of speed to execute Accountability across supporting departments

Advice to Management

Streamline processes - Quality has a great start but the rest is sub pa

Pros

They can work a lot of overtime or none at all. Very good on safety, pto and sick days and personal time. Vacation time. Medical, dental and vision insurance.

Cons

Depending on orders coming in may lay off or just let go some workers. Been trying to stay busy there.

Advice to Management

It's a small offshoot of a much larger company but there are as many managers as there are employees. HR department needs work. Overall though mostly positive.