Pay ranges is pretty competitive. A lot of hands on learning. Dynamic work, from righting reports, to running engineering tests.
Cons
Management is not the best in other key areas, therefore workload could be high and sometimes repetitive due to lack of technical knowledge and expertise in the other areas a lot of pressure on a few departments.
Philips Response
2y
Thanks for your candid feedback. We appreciate the time you took to share your experiences and insights as a R&D Engineer. It's encouraging to hear that you find the pay competitive and the learning opportunities valuable. We understand that dynamic work can be both challenging and rewarding, and we're glad you're engaging with a variety of tasks.
We take your concerns regarding management and the distribution of workload seriously. Continuous improvement is a core value at Philips, and we acknowledge that there’s always room for growth in technical leadership and expertise across departments. Your input is invaluable and your advice to management has been noted. Thank you again for helping us improve, and for being a part of our team!
Thank you for sharing your perspective and for your ongoing dedication to our organization. We acknowledge the feedback regarding internal organizational dynamics. As a leader in a heavily regulated and critical sector, we remain fully focused on process optimization, streamlining decision-making, and enhancing leadership alignment to cultivate a highly agile environment for our teams worldwide.
We encourage you to reach out to HR or your manager for an open discussion regarding your feedback, and we appreciate your continued contributions to our shared mission.
The people in non- upper management roles that work there are fantastic. Great sense of community onsite and the culture champions are consistently looking for ways to make work life better.
Cons
Very poor communication on the strategy for the business unit. Leadership publicly promotes innovation and new ideas to be presented but then those ideas are shot down or penalized in private by current upper management. The business unit leadership says that don't want excuses for project delays but will then decide to do 3 major layoffs in the first two quarters with no transition plan, no support for gap in resources and no expectations to delayed progress.