Pros
Lack of priorities or focus areas result in a pretty long rope to do whatever it is you think you need to be doing to keep your unit running.
Cons
Eastman as a company fundamentally does not know what it wants to be. Investors can't tell either which is why our stock price has been all over the place since we began our journey to be a "specialty" chemical company. One thing that is clear is that we are a cost cutting company. The last few years have been nothing but one cost reduction initiative after another. If we do not cut cost then we will be bought out. Same story year over year. Many of those initiatives end with positions being cut. Now that we've cut most of what we can at current facilities, we're outsourcing what is left to India. The performance management system implemented over the past few years is a forced ranking system. Company PR personnel will respond to Glassdoor reviews trying to argue the opposite but its true. You can meet or even exceed your goals but at the end of the day you will have no idea what to expect until you are told what bucket you made it into. On top of that you are judged not just by what you accomplish but also on a buzz-word list of behaviors. It is no wonder so many people have left the professional ranks over the past 2 years. It is more important that you fit the Eastman mold than actually contribute to the bottom line. At a site level there is continual communication on focusing on what is truly a priority. What is missing and has been for some time is what the priorities truly are. This has created an environment of frustration and boredom. People end up working on what they think is important or nothing at all. We are consistently told to push back on management and coach up when we believe something isn't right or that we are going in the wrong direction. Do so at your own peril. You will be labelled a resister of change and it'll come back to bite you on your "Behaviors" section of the performance review.