I'm new to the company. I became a Jabil employee through an acquisition. All of us at the acquired company had high hopes regarding Jabil but these didn't pan out. Some of the challenges include a general lack of regard for employees overall. At least that's my opinion based on what I've seen. The executives of the company say all the right things about the importance of employees (and they seem sincere) but what they say doesn't align with what I've seen and experienced. An example would be the way the company gives complete deference to the Compliance Department. I understand the need for strict compliance in a SOX governed business environment. Unfortunately, though, Jabil has let their approach to compliance remove a good deal of trust from the culture which I suspect is not of much concern to senior management.
Another indication of how sick the Jabil culture is would be the institutional arrogance at the corporate office. The shabby quality I've seen from the people working at St. Pete, and their complete lack of interest in improving should be embarrassing to the senior management. How some of them remain employed, I do not know. Yet the Jabil executives seem not to care so long as the profit number is delivered. Meanwhile, the corporate middle managers who are engaged in "kingdom building" go on hiding behind general department e-mail addresses that help them dodge accountability, laying blame for errors on underlings, and generally ignoring the employees they are employed to serve.
A recent employee survey done to get a feel for how the Jabil culture could be improved was so far off the mark that many people refused to fill it out. The Jabil management team didn't even allow respondents to add comments to the survey that could have yielded valuable information. The survey was strictly a multiple choice exercise covering issues that did not get at the systemic problems influencing the company's culture. Perhaps it was simply a case of not asking questions to which management really didn't want answers.
