MKS Instruments reviews about "upper management"

Mid and upper management on site was terrible. Misused talent. Micromanagement rampant among managers who all seemed to be afraid of their line managers.

This does not pertain to each department, but communication from Sr. Management is sometimes non-existent. While it would be nice if the contributors were surveyed and problems addressed, more direct communication from upper management on the direction of the company needs to happen. 401k match (3%) and healthcare coverage for families could be better.

Enormous international company with many acquisitions means some technical and bureaucratic headaches.

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...

A slow moving giant with no appetite for true innovation and a penchant for swallowing up good talent and burning them out. Upper management has their heads in the sand.

- Projects are not managed well. This leads to high-level of ambiguity in many facets of the project. Undefined roles and unclear timelines are two big examples. - Management approach leads to a high stress environment. - Company culture is non-existent. - Company doesn't really care about your personal professional development. - Not best at managing professionals and bringing out their talents. - Reluctance to embrace new technologies.

First they start smiling then back stabbings. Revolving doors. No recognition and be prepared to depart if you can not take the criticize from you boss who is trying to justify his position in a front of upper management.

Many to mention: Senior Management are very distant from the reality of the Operations. Many back stabbing scenarios to list. Employee Morales are very down. No proper planning. Every End-of-quarter is a nightmare to go thru quarter after quarter. Job security is non-existent. Most employees are either looking for work elsewhere, or just have couple of years for retirement so they don't care. The only way to have your voice heard (temporarily) is by showing upper management a job offer from another company and giving the company a notice.

Not a lot of career development opportunities at either location. I felt like changing job functions is frowned upon because you never really lose the old job functions. Even 3 years after I was moved from a product line and the product line was discontinued I was still asked questions about the old product line. I think a lot of the hesitancy from upper management to shift employees around is that the CEO has to approve of every hire. Honestly, if the CEO would let business divisions make their own decisions about what they need and don't need, then the company as a whole would be better off. There was a lot of turnover in both management and non-management positions Because of the turnover in management, there were a lot of mixed messages and I felt like management's direction wasn't unified.