Alcon reviews

Most of the development plans, especially those that involves higher responsibilities and promotions, are subjected to the availability of positions in those higher levels (quite obvious,,, :) ). As the company have a (non formal) policy of bringing new and young employees into managerial roles, and developing women in management positions, the chances of any employee, especially older men, to get a promotion or to get their development plan executed, is low. The HR organization suffers lack of good leaders and those that work for the company are not spending time in following up with the associate's plans. Their contribution for the process is fairly low. It seems like the company has noticed that the vast majority of Executive Leadership Team is Caucasian, and since then they are making efforts in the development of minorities and women into key roles. It turned out to be almost impossible to get a decent development plan, unless you are a young women. On the other hand, if you are a white men, over 45, who already work for the company, your chances to grow with this company are nearly zero.

Some stagnation in enthusiasm persistent across the company. I saw many great people leave the company with the merge with Alcon. It is important to remember each individual reaches a point where they cannot proceed up the ladder. Upward mobility was limited and thus many people had to leave the company.