- Plexus Corp01.Feb 2017
Suggestions for improvement
- Have a open door policy for you employees to ask questions.
Definitely a double standard regarding Plexus Values and Competencies. Some upper management (SR.director and above) use fowl language and finger gestures in meetings and on one on one discussions. Nice example of management, huh? Lower ranking personnel if did this would be written up as a 'needs improvement' on Plexus values on annual review. However, if this was upper management personnel who did this were not approached to improve their behavior. Documented evidence of this, provided to HR, and discussions with direct manager for support were ignored. This was discusting to witness and made it very difficult to interface with these management individuals.
There is also a force ranking and calibration process that takes place every year via review time. Reviews are a joke and a ton of time is spent on these but they have little to no wait when it comes to the annual calibration process. A percent of employees must get rated in the lowest category and as a consequence become targets to be released. Management denies this however having been part of this three times it is just that. It is not a fair system as most of who are identified as low are quality contributors. But Plexus says a percentage must be met so those managers who make these decisions come up with jargon to justify their decision. Most of the time it catches the individual off guard with no understanding that you are being targeted.
Plexus is a technology company with a lot of engineers and a number of those who run the company are engineers. However, Plexus does not train their managers how to be a manager and how to work with personnel.
HR staff are inexperienced.
Culture is horrible. If you dare question anything you will soon find yourself out the door.