Henkel reviews

Top leadership only cares about quarterly profits. Employees are overworked, zero effort is given to developing or assessing leaders (no feedback is collected, bad managers are promoted even if employees hate working for them, etc.), HR doesn't care about employees (30% of all non-executives MUST be rated as lower performers each year). I could go on and on. Don't waste your time on this train wreck.

It's not a good sign when the new head of HR at Henkel leaves after only a year. The company has become an increasingly difficult place to work, for many reasons: - Henkel considers the U.S. a "mature market," which means they want profits but don't want to invest in the business. Headcount and budgets have been shrinking for years. - Big decisions are made in Germany with little regard for the impact on the U.S. or other regions. - Waves of layoffs and early retirements have drained the company of institutional knowledge and hurt morale. - Poor work-life balance. Remaining employees are overworked and stressed out. - Too much focus on short-term financial results. Training and travel budgets are regularly cut to meet quarterly numbers. - Technology is cumbersome and outdated. - Support functions like accounts payable are offshored to low wage countries like the Philippines with predictably chaotic results. - Raises are meager. Annual performance review system forces managers to rank employees in a bell curve regardless of their actual job performance.