Bigelow is a family-owned company with a rich history, but its HR policies are in need of modernization to better align with current standards for employee experience and benefits. While the company boasts a talented and collaborative workforce, the culture can be highly political. Success often depends on whether you’re well-liked within the group, which can create a challenging environment for employees.
One key area of concern is the lack of flexibility. For example, a request to leave 30 minutes early once a week to attend to my daughter’s therapy was denied by the VP of HR, highlighting a rigid approach to work-life balance. This inflexibility contributes to employee dissatisfaction and reinforces the adage: “People don’t leave organizations; they leave bad managers.”
Additionally, the compensation and benefits package requires significant improvement. Pay is below industry standards, the PTO policy is inadequate, and the practice of tracking hours down to the minute for salaried employees is not only uncommon but also counterproductive. Furthermore, the tuition reimbursement policy is not guaranteed, as it is contingent on HR approval even after meeting the one-year eligibility requirement.
These factors make it difficult for employees to feel valued and supported in their personal and professional growth. To retain and attract top talent, it is essential for Bigelow to embrace flexibility, improve compensation and benefits, and foster a culture that prioritizes fairness, support, and transparency.
