Danaher Reviews

Updated 18 April 2015
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Danaher President and Chief Executive Officer Thomas P. Joyce, Jr.
Thomas P. Joyce, Jr.
1 Rating

40 Employee Reviews

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  1. Helpful (1)

    Engineering

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee in Dallas, TX (US)
    Current Employee - Anonymous Employee in Dallas, TX (US)

    I have been working at Danaher

    Doesn't Recommend
    Negative Outlook
    Approves of CEO
    Doesn't Recommend
    Negative Outlook
    Approves of CEO

    Pros

    Learning of Danaher Business Systems

    Cons

    Absolute focus on short term profitability

    Advice to Management

    Danaher could be a better place to work if they didn't focus so much on achieving Quarterly profit targets

  2. Helpful (1)

    Program Manager

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Danaher full-time

    Pros

    Many long time employees that really treat each other like family

    Cons

    Management always pushes for more, without considering safety, health or welfare of employee

    Advice to Management

    Do what you say and be aware of pressure you put on associates can affect them negatively

  3. Helpful (5)

    Lean is the name of the game.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at Danaher full-time (More than 3 years)

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    Pros

    Large company. If you can make it there you can make it anywhere. Great opportunity to enhance ones skill set. Looks great on a resume. If you are a numbers person, this is the place to be.

    Cons

    Dysfunctional culture at best. So focused on lean that everyone is extraordinarily overworked. People really don't seem to care about each other. It's very much about covering yourself and it's usually at the expense of others. So much analysis and reporting and numbers that have to be reported back but no one has the time to look at the people or issues behind those numbers. Work life balance is a fairy tale. You can't work enough there. Bottom line, no one really cares about you... at all.

    Advice to Management

    There are PEOPLE behind your numbers. I understand business 101 - sales, money, revenue. But there are people that make that money for you and you are working them to death. Can you please hire an admin? Anywhere at any level... People need some level of support but they are all doing the job of 2-3 people at any given time. No one has time to care about the things that matter because if they slow down for one minute, they will get their backside handed to them.

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  5. Helpful (3)

    Great People, Lacking Management

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Intern - Engineer Co-Op in Elizabethtown, NC (US)
    Former Intern - Engineer Co-Op in Elizabethtown, NC (US)

    I worked at Danaher as an intern (Less than a year)

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    Pros

    Great people to work around, operators on the floor were my favorite part. If you need help, employees will stop everything their doing to help in any way they can. Certainly a great place to learn.

    Cons

    It's a great place to get your feet wet, but not to stick around. Consistently a revolving door of engineers, and management certainly has lots to learn about letting engineers d their jobs.

  6. Helpful (2)

    Worst Place for Engineers to Work

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Product Development Engineer in Glendora, CA (US)
    Former Employee - Product Development Engineer in Glendora, CA (US)

    I worked at Danaher full-time (Less than a year)

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    Pros

    On paper this looks like a good job for a Mechanical or Materials engineer because they'll be dealing with mechanisms and new materials.

    Cons

    However there was motivation for innovation and upper management was focused on ringing every drop from that dam Damon line. People were nice enough, but just pretty dressed because they all see the end coming and don't have enough energy to get off the boat

    Advice to Management

    Nothing. This is a horrible place to work and mainly because of Danaher and upper management

  7. Helpful (3)

    Senior Buyer

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Senior Buyer in Elizabethtown, NC (US)
    Former Employee - Senior Buyer in Elizabethtown, NC (US)

    I worked at Danaher full-time (Less than a year)

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    Pros

    I enjoyed the procurement team. We the buyers looked out for one another and covered down when workloads become unbearable which they did most of the time.

    Cons

    Lack of personnel and training. We were told they would hire more employees but they never did. The company also took away our ability to work remote which was a reason I took the job. Leadership slow at responding to time sensitive decisions. Employees are not held accountable for their actions and do not pull their weight.

    Advice to Management

    Provide training (any!). Stop closed doors decision making, allow all employees to have buy in on projects.

  8. Constant change

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Quality Engineer
    Former Employee - Quality Engineer

    I worked at Danaher full-time (More than 8 years)

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    Pros

    Most employees not in top management were a pleasure to work with.

    Cons

    Attrition is horrible due to the constant changes.

    Advice to Management

    Training is lacking for anyone not in top management. Limit change in policy and procedure it happens so often you do not know which end you are working from.

  9. Helpful (1)

    Only for the young and those who only like to execute.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Vice President EMEA in London, England (UK)
    Former Employee - Vice President EMEA in London, England (UK)

    I worked at Danaher full-time (More than a year)

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    Pros

    Great BtoG/B industries to work in because of their potential and scope. Danaher could be an amazing company to work for, but will need change of culture.
    For very young people great way to learn basic processees and get tech know how.

    Cons

    Culture is a based on fear, mindless processees and hyrarchical thinking and very elitist.
    It is an investment fund disguised as a operational company run by investment bankers & politicians with a very US centric and mormon mind set..

    Advice to Management

    Try to be leaders and stop behaving like greedy politicians. Activate your teams, think global and built a culture based on people as an asset.

  10. Helpful (1)

    Appears to be a successful company to outsiders but one of the most impersonal employers

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Director
    Former Employee - Director

    I worked at Danaher full-time (More than a year)

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    Pros

    Diverse portfolio of companies and allows growth opportunities and ability to drive shareholder value

    Cons

    Associates are basically numbers and there is a huge churn in middle and upper management as there is not freedom for creativity with constant micro management

    Advice to Management

    Don't place your complete faith in DBS. It started as a good process but today it has become a bureaucratic nightmare making little or no significant improvements. Upper management is tying up associates in meetings and discussions with little or no time for customer engagement. Revenue numbers and forecasts are required literally every day taking people away from running the business and taking care of customers.

  11. Helpful (2)

    Huge potential. Too much short term focus on sales, no true organic growth

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee in Toronto, ON (Canada)
    Current Employee - Anonymous Employee in Toronto, ON (Canada)

    I have been working at Danaher full-time (More than 10 years)

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    Pros

    If you want to learn business systems, this is the place to be. Danaher is very effective at what I call the firm processes such as manufacturing. procurement, quality, and even sales to some extent.

    The people are great (but moral is poor)

    Cons

    Danaher does poorly with, excuse the term, fuzzier processes such as innovation and organic product development. My belief is that there are flaws with some of the concepts behind the DBS system. One of the concepts appears to be that anyone or any team can be made to fit a role with the appropriate DBS tool and training. To some extent, that is true. Virtually anyone can be taught to swim, or to play a musical instrument. So, while anyone can be taught the tools, you get mediocre performance from mediocre skill. There is little or no attempt to highlight and assist the people that are excellent in their roles, at least at the innovation level. Managers of these people may get noticed, but they are not the innovators.

    Danaher is not, in my experience, a company where skills and contribution are valued more than being a manager. There is no balance re specialists, SME's, etc. If you are not a manager it is hard to get your voice heard. Your viewpoint may be heard if you are fortunate enough to have a boss who brings your voice forward and does not take credit for it. , A boss that does this though does it sometimes at their own peril.

    Danaher managers are not 'people' managers, even the better ones. They tend to try to project and micro manage. Who is managing the people? There is no real career path planning, no training for new roles, no mentoring (again unless you are lucky). A wise person once told me "good managers give their people the tools knowledge and resources to get the job done, and then let them do their job". No micromanagement in that.

    Danaher focuses much too closely on maximizing profit to shareholders. This myopic view has the effect of having everyone lose sight of the other aspects of growing the company, i.e. innovation, organic growth, etc.. Forget about suggesting 2 year or longer projects even if you have the very lucrative business cases to back them up. Managers like the idea of doing these projects, however they are being driven very hard by their managers to increase weekly and quarterly profits.

    Advice to Management

    1) Examine truly successful innovation driven companies that grow primarily through internal organic growth. Buying companies is not organic growth.
    2) Determine who your key non-management people are, you have a lot of them that are underutlized, bored and frustrated
    3) take your learning's from 1) and 2) and implement action plans based on what you have learned.
    4)Yes, sales are important, but they are to any company. Focus more on the rest of the business and sales will go up as a result.

    The above would be a good start

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