Tetra Pak reviews

** THIS COMPANY DID THE LOWEST ALMOST FORTUNE 500 Company***Management offers no help, there no continuing education,Flat organization no Progression, Training and promoting is purely by chance there is not a set time,management is not engaged they expect you to do it all and give them the glory, lots of family/descendants, what position you are brought in on the floor is the one you are going to be in very unlikely you get to move around company. and its privately owned so they do what they want! Supervisors and Managers are on the same level so get ready for alot of misdirection and no accountability. Quotas that can change Multiple times a YR

Too many changes / over-correction of mistakes / they need to stop to see what of these changes is working and what needs improvement / Highly profitable company on all levels but company / owners cheats employees out of fair salary increases ; almost everyone --according to corporate-biased research-- are overpaid and, therefore, get zero increases. No COLA adjustments. Bonus sharing are also a joke - the difference between an extremely high performer and a lazy bloke is only 3% of annual salary. Overall the Bonus is about 1 month for the lazy guy and 1.7 months for the super-duper guy. There seems to be a detachment of the owners from their employees ... it seems the owners just want to squeeze more money - so instructions trickle down you need to reduce cost and increase sales, so the VP's just squash down the instructions to the lower managerial levels with little regard for the human factor Hence , Finance and HR devising new ways of cutting costs by reducing benefits to employees - They used highly biased researched that eventually shows that almost everyone is overpaid and, hence no increase in salary (in some cases this can last for 5 years). This maybe OK in Europe where you have zero inflation, but in countries where you have double digit inflation it is catastrophic. They have also reduced the IPE of many managerial levels so that new entrants can be employed at lower starting salaries. The main problem with that is that incumbents -again - become "over-paid" and remain so for several years . i.e no salary increases (double effect). Silo thinking based on strict KPI's and strict process rules cause internal conflicts, longer time to solve issues, and everyone starts protecting their own department instead of seeing the overall picture.