NNE Reviews

-Company direction shifts yearly causing turmoil and unrest -High turnover of upper management causing turmoil and unrest -Attempting to apply strategy from Dk into USA is clearly missing the mark and has been for years -Terrible method to deal with layoffs -Most likely, the USA division of NNE is doing a multiphased layoff approach to supporting only Novo Nordisk in Clayton which, with the talent they have (or used to have) on the West Coast and New England, is a huge mistake

-People management does not exist in the US, employee's professional development and guidance are extremely lacking. This make moving internally extremely difficult. You pickup whatever you learn on the job/project. -Mentor/Mentee relationships as optional and are not part of company culture. -Senior engineers are resistant to change with company's global strategies and management is failing to address this. -Company does not have a culture that celebrates success. Employees promotions, accomplishment etc. You may go from E1 to E4 and there would be no change in job title. -There is no transparency around bonus pools, it's extremely difficult to gauge how you're performing. Year-end bonus is always a surprise, it shouldn't be. There is no 360 feedback. Peers give each other 4s and 5s out of 5 with no constructive feedback on improvement or development. -Process, Automation, and Facilities work in silos, unless they're lucky to be on a project together. Otherwise only management knows whats going on in these departments. -Half (3 of 6) of senior leadership was fired or left the company in 2017.