Used to be a Great Company to Work For
Pros
- Reasonable bonus opportunity for low to middle managers and most salaried employees; large bonus opportunity for senior managers and executives. - Employee purchase program provides discount (but most hourly employees still can't afford their own products). - Company continues to be profitable even in housing and economic downturn. - Numerous managers in the Window Fashions Division genuinely care about the employees. - Generally positive attempts at involving floor level employees in continuous improvement. - The increasing rate at which HD is purchasing independent fabricators (which will eventually result in the demise of independents and the IFG management group) results in more efficient operations and better control of quality for the company as a whole.
Cons
- Too much dependence on the Costco account has put the company at risk - There seems to be a common view in the entire company that significant change is needed to survive in the long term but no one seems willing to do it. This awareness coupled with lack of action creates a very odd, and nepotistic, culture. - The business unit silos in WFD (as noted in other reviews) has created significant duplication of effort, tremendous waste in processes and overhead, and no longer results in the healthy competition that it was originally designed for. - The negative attitudes between different Divisions (Window Fashions vs. Fabrication vs. Independent vs etc.) results in a work environment that is not open to solving problems and reducing waste. - I have observed executive management in the Fabrication Division speak negatively about an employee behind that employee's back but in front of his/her peers. This was on multiple occasions and was all the more revolting given that the same executive management would not address the issue directly with the person. Simply the oddest and most inexcusable management behavior I have ever seen. - This is not just opinion, but something that is openly discussed among senior managers: the company is "top heavy" with way too many Presidents, VPs, & Directors for it's size. Seems that everyone is waiting for the current regime to retire at the end of 2013 and for someone else to come in and restructure. - Inconsistent bonus opportunity across Divisions and sites for the hourly employees creates animosity toward senior & executive management. Those that do the daily work and really make it happen get $100 at end of year in Fab Division - except in the Salt Lake Plant which is also allowed to have a weekly bonus top in addition. In the Window Fashions Division they get 5% of annual wages. - The Fabrication Division claims to be on a lean journey similar to Toyota but only emphasizes one of the two pillars of the Toyota Way: focuses on Continuous improvement pillar while ignoring "Respect for People" pillar.
