There are newer employer reviews for DePuy Synthes

 

Lots of learning

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Engineer II  in  Raynham, MA (US)
Current Employee - Engineer II in Raynham, MA (US)

I have been working at DePuy Synthes as a contractor for more than a year

Pros

Challenging
Learning
Busy
Nicest people
Fun environment
Nice Cafeteria
Diverse

Cons

Contractors are outsiders- cannot use gym

Recommends
Neutral Outlook

31 Other Employee Reviews for DePuy Synthes (View Most Recent)

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  1.  

    Awesome products, no leadership

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Group Manager  in  West Chester, PA (US)
    Former Employee - Group Manager in West Chester, PA (US)

    I worked at DePuy Synthes full-time for more than 8 years

    Pros

    DePuy Synthes is now almost indiscernible from the many companies that created it. Aside from a few of the original faces and locations, the products and senior leadership are the only remaining tie-ins to how each of the companies were once regarded. The products are the bread and butter, and the sales behind them is solid. The relationships between the company and the products is very solid. The employee benefits are very good. There is a lot of remote operation from home, and the support for remote technology is very good. The severance is also very good. The pay is way above average for many people, and especially for recent hires, and those reporting to J&J directly.

    Cons

    What can be said that hasn't been said before about a company in transition? The results of the J&J purchase of Synthes and ensuing DePuy Synthes formation are poor with regard to employee morale. With change comes the expected impact upon individual employees and costs to operate, and cutbacks are a necessary side effect. With that, nobody is safe, and people who were hired can find themselves laid off within months. The primary root cause to the mismanagement seems simple to me - leadership. Many of the same leaders from the initial integration are all still in place (maybe in different chairs) two years later, and the employees who operate the company have been waiting to be cut since before the merger took place. Again, this is to be expected, and over time things may improve. Of course, after each round of cutbacks, those left behind have to figure out how to perform the responsibilities of themselves, plus those who left. Lots of overtime with no overtime pay in many positions. There will be more bloodletting, so if you're considering a career at DS, work for sales, manufacturing, or senior management, and you'll be well taken care of.

    Advice to ManagementAdvice

    There is a lack of empathy across much of senior leadership, as they seem helpless to do anything about the company health. It can be said that management may understand what their employees are experiencing, but feel powerless because J&J pulls the purse strings. J&J gets the blame every time. It cannot be easy to let people go, but at some point, the leaders carrying out the dirty work have to point out that the culture and image of the company has suffered beyond what the former employees have suffered. All of the picnics and career fairs in the world can't patch things up, so know this - every time you give away free cookies, burgers and chicken wings, and every time J&J does a TedX, people are not seeing the gesture the way you want them to. People are smarter than that. They see those easy expenditures as propaganda, and a reflection of the ease by which they will be cast off, and employees do the math for how much the events cost, and how many salaries they add up to. Leadership needs to follow its own advice - lead, shape, connect, and deliver. The only things management consistently does is shape what they want the company to be, not individuals. They connect to shareholders, not each other. They're delivering products, again - to the benefit of the shareholder, and no longer developing new things for patients and doctors. Leading, yes - a company, definitely not a community. DS has a lot to offer patients and the medical community at large, but there's more management and red tape than there needs to be, which is a shame for all of the amazing, life-saving and life-changing products that they make. If management was smart, they would perform more autonomously from J&J, and quit using the credo as a scapegoat for every action J&J puts on the company. The credo isn't bad; it is the way J&J's senior management and their marketing agencies use it today that makes it weak, and most employees will experience at some point, just how terribly J&J abuses such a good concept.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
  2.  

    Great products, great opportunity...held back by petty office politics and refusal to align to JNJ culture.

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

    I worked at DePuy Synthes full-time for more than 3 years

    Pros

    DePuy Synthes truly has a great potential. There are some fantastic products in the portfolio in joint reconstruction (CORAIL, PINNACLE, LCS, ATTUNE, SIGMA, etc). The company has a loyal customer base and in some markets, strong and enthusiastic commercial teams to deliver results. Some of the management who come from JNJ are truly inspirational figures who can inspire and really are looking to develop their direct reports (this is not always true of the solid DePuy managers or Synthes).

    Compensation is lower that other companies, but the potential for long term incentives can be lucrative once they are fully vested. Holiday time is typically pretty good (standard 5 weeks in UK).

    Cons

    The biggest challenges are:
    1.) Politics - JNJ is an incredibly political organisation, but DePuy Synthes is even more political which means there is often a lot of "good ol' boys" elements and favouritism that drives promotions, opportunities, etc. There is a lot of backstabbing amongst colleagues and the sense that many people are positioning at all times. This also leads to some weaker management who "wait and see where the wind blows" before making a decision. There is definitely some politics between the UK and Swiss headquarters -particulary since the acquisition, but the former Synthes management clearly has the upper hand. Very soon the culture of DePuy will be swallowed completely by the Synthes way -which we can only hope will become more aligned to JNJ culture.

    2.) Culture - while this is really similar to point 1, the misalignment between JNJ culture and DePuy Synthes is unsettling. At DePuy Synthes, the feeling is that the credo of JNJ is given lip service and not really underlying everything that we do.

    3.) Trust - managers often do not trust their direct reports. Work-life balance isn't great and often managers are not flexible with employees having more "loose" working schedules. Also transparency through the deep layers of management is minimal at times -particularly when change is ongoing and when communication and confidence is needed most. I always got the feeling I was treated like a child, rather than a professional with over 15 years of professional experience; Children are not allowed to manage their schedules, make decisions and have autonomy.

    Advice to ManagementAdvice

    Trust your people more. Or hire employees that you can trust. Cut out some of the politics for a minute and focus on keeping people happy and creating more productive teams that work in harmony, not compete with each other. Be more flexible in work-life balance, location, etc. You will retain more employees and probably get more as a result.

    Recommends
    Neutral Outlook
    Approves of CEO
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