The culture at Bayer reflects an institutionalized narcissism. There was an air of self absorption and self promotion that permeated the environment there. Appearances are prioritized over substantive work contributions. I was repeatedly told that it did not matter how hard I worked or what I accomplished. The thing that did matter was what my manager thought of me. I resented this. When bonuses were awarded, I was told "they spread them like peanut butter" meaning everyone got the same bonus and usually everyone got the same raise. I don't particularly care for peanut butter, and the notion that everyone deserved the same is a lie.
The ideals of Leadership Integrity Flexibility and Efficiency were officially espoused on posters and company emails, the reality was that it was not the ideals themselves that were important at all, it was the appearance of having them listed as guiding principles. My view is that this is a dangerous hypocrisy and will negatively effect the company going forward.
The other major challenge for anyone considering Bayer as a potential employer is this: This is a huge company. In order for you to have an impact of any measurable significance (Good or Bad!), you will have to literally perform a miracle. For some, there is a notion of great security in this condition. They seem to think that they would have to make a really major mistake in order for there to be any negative consequence. I never bought into that thinking, I think your work, no matter how small, always makes a difference. My advice, find a good group and do good work and let that be enough.
Lastly, while I was employed at Bayer, I witnessed first hand the retirement of some key people. These were people that I looked up to and valued. I think the company needs to consider the cost to the company of letting these people go. These people who have years of knowledge and the history of the transactions, the policies and procedures in place and the how and why answers. I think instead of a cake and a dinner party and a handshake at the door, I would seek to engage these minds and use a period of time to transition and call them back when needed to get their input and advice. Too much talent is wasted.
