Pall’s inner culture is quite the contrary of their claims on customer’s first, valued-products, employee growth and engagement etc. I got various opportunities to get exposed to various departments, products and people. I got the chance to work with people who are genuinely interested in Pall’s growth and also folks who are extremely political, practice favoritism, over-promise and follow non-ethical behavior. It is important to clarify that my comments are only on the management and not at all on the company which Dr. Pall started with great passion. People were being promoted based on unknown reasons and certainly not due to their talent or passion. Other reason for random promotion was job-offer from other companies. It was clearly communicated that talent is available in the market so do question the management. An example of open power-play is indicated by this incident; a colleague was asked by their manager to apologize to an executive as the colleague raised concerns about the work culture in a meeting, which made the executive furious and blocked their promotion. After Pall’s acquisition by Danaher, a lot of folks started looking for jobs and those who got the opportunities left despite the offer of random promotion and salary hike. In fact, a recent engagement survey performed by Danaher showed low employee morale, disengagement, and opportunity to leave Pall. I always wondered how a company could advertise customer-first slogan if the employees, who are the first contact point to the customers, are treated with disrespect.
