Unilever reviews

- Very slow rate development, especially if you are not on UFLP programme. - As a new starter working my way from bottom, have to wait for 1 year to get accounting qualification study support - unfair when compared to UFLPs who get study support as soon as they start) .Equal development opportunities are not available even if an employee is at same calibre as UFLP but just couldn't apply to the UFLP because they missed the application deadline. - Lack of push for soft skill development by line manager (I still don't have individual development plan made as manager do not want employee to progress to new role as this may shake the process work in his team slightly. However the leaders keep telling us to fill our IDPs but have not provided enough guidance through managers how to fill it. This is issue if you're a young fresh graduate and unsure of how you can develop in this company - new starters need hand holding initially with their IDPs. Manager too busy with other work so not enough time for IDP discussions. - Not enough guidance/ direction from new managers. - Slow implementation of changes to the point I have no work to do because there is uncertainty about what needs to be done by managers. - Monotonous work. - Even after the discussion with the manager on all the issues mentioned above no action has been taken. my IDP is still not done due to lack of direction, I am free after lunchtime and have nothing to do. - I get told I am good at work but still don't get new challenging work to do which could probably help me to grow. - lack of female leaders - Low salary - No social events in my team due to manager not being keen on socializing, but this is not a norm in other teams as they have a lot of social events. - Even after outstanding work which impacted a big change in business, just verbal appreciation is given no monetary rewards given unlike other big companies.

-No work life balance. You are an expendable commodity and they will get every last ounce of work out of you. Working every other weekend all year long while being paid less than what the workers make for the OT. Those not willing to live at the plant are seen as not putting in as much effort. -No advancement opportunities for those not in the UFLP program. UFLP candidates have a set course for advancement and are set up for success. Those not in the program need to know somebody higher up to have the opportunity to move beyond their current role. -Constant "pushing back the goal posts". More responsibility is being given but current job roles are still required to be kept up. More work with the same pay and less time away from the factory. -Extremely political environment. Those good at "managing up" will be rewarded while those unable or unwilling to play the game will be stuck in current role regardless of achievements. -No team cohesion. Each small piece of the supply chain puzzle puts up walls and tries to keep out anything that might cause them issues. Passing the buck or failure by committee is common. -Supply chain is treated as a "necessary evil". Those at HQ have a far better working environment with far better support than those in the factories -Forcing out the older workforce. Many senior managers being pushed out the door to save on higher salary costs. The knowledge vacuum creates huge gaps and inefficient retraining.