Toxic work environment - Operator Phillips Medisize Employee Review

Compensation Benefits Paid Time Off Culture

Location Competing priorities Scheduling conflicts

The parent company provides good structure and benefits.

I would recommend considering a short tenure, perhaps no more than two years post-college, primarily for the experience. While the parent company does have a robust structure, the actual policies seem to get lost in a PowerPoint deck and are not practiced within Phillips-Medisize. There’s a pressing need to phase out some long-standing Leaders to enable meaningful change. Management at this organization falls short of what you would expect. The culture feels entrenched in a "good ol' boys club," where micromanagement is disguised as autonomy. Even as an Engineer, you're required to document your tasks on an hourly basis, creating an environment where the focus shifts to producing MS Word documents rather than genuine work outputs. If your Manager visits your site, they usually choose a vantage point where they can observe you all day, rather than utilizing available spaces that may be more comfortable. Training is inadequate; you're thrown into the deep end after completing online computer courses, only to face constant reprimand without proper support. High performers may garner attention and more responsibilities, but this does not translate into bonuses or promotions. The structure for project management is virtually nonexistent—no Agile methodologies or Lean Six Sigma principles are employed. Communication issues are rampant; often, the only Engineer deemed 'in the know' dominates meetings, leaving others in the dark. I was promised that updates regarding my project would be communicated, but this information stagnated before reaching me—despite my role within the project. Furthermore, the compensation here is unacceptably low for the medical device industry. Given that Hudson is now considered a suburb of the Twin Cities, salaries should be adjusted to remain competitive.