MKS Instruments reviews about "manager"

Production Manager, Way it was ran

The payroll manager is a terrible leader and made my life hell from day 1. Their payroll processes are not documented and there was little training on how to do my job.

There are so many cons that I am afraid to start listing them: * Favoritism * Useless HR * Gaslighting * Dysfunctional * Lack of supervision * Haphazard 'training' * Lack of real direction * Extreme lack of morale * Severe lack of diversity * Toxic work environment * Work on good work-life balance. * Protocols blatantly ignored * Program Managers are clueless * Expectations are totally unrealistic * Employees are fired without any warning * Absurdly poor communication and leadership * Backstabbing and finger pointing on a grand scale * Lack of opportunity for growth or advancement * Newly hired management has made it exceedingly toxic * Some employees are immensely angry but afraid to speak out * Idle threats being made by my immediate supervisor toward 'the team' * Long standing feuds between employees that effects work getting done * Extreme lack of communication, everyone is afraid to talk to each other * Employees are completely ignored when ask Upper Management for help * Building needs of a major overhaul especially the elevator that is constantly "Out of Order" or people constantly get stuck in between floors * etc...etc...etc...

I think the company tends to undervalue its employees. At least those who are not on salary. I am an hourly employee. Although I have consistently been rated as competent or above confident in the performance of my job, I very rarely get anything more than a 2 1/2 to 3% increase in my yearly salary. Essentially, I got enough to cover inflation if it’s a good year. I think MKS would be served by more generously compensating its hourly employees.

- (working environment) Over incidents of more than 3 - 4 white male (US or West European) who either currently or in the past work have: shouted at females engineers in the lab (one person did it twice to 2 different females), much more demanding/exploiting of female engineers' time and effort without acknowledgement or compensation, disrespectful or outright abusive behaviors on purpose when addressing of non-white and/or female (e.g., avoid actually using their names, passive aggressively object/undermine them in meetings and in the lab when working together as retribution, etc.) --> some when reported to HR, HR direct the employees to deal with it themselves or report to the manager, but usually it is because the direct manager refused to deal with them so that they went to HR. The only way is to talk to manager's manager, but in most cases no long-term solutions and immediate solutions usually don't change the toxic environment enough for people to want to stay long-term (already 5 female sr & pr level engineers left under these circumstances and toxic environment to females within 4 years) - (working environment) your actual working life depends on the direct manager you have, if you have a good direct manager, your work and personal life would be manageable - (compensation) 2 - 5% annual bonus, not huge, but not nothing, though, in comparison to other companies of the same caliber, it is meager (though, Milpitas location is relatively stable in terms of trying not to lay off people) - Though!!!! I would not discourage female and/or non-majority from applying to R&D, most of the managers and team members are fine, some are even great!

Lacked a training program, especially having to work with multiple ERP’s. Manager was at another location, which is not a problem, except there was little communication.