Good therapy, terrible management - Senior Quality Engineer Abbott Employee Review

2.0
16 Mar 2020
Recommend
CEO approval
Business outlook

Pros

Good therapy with positive business outlook. Great pipeline that invests in R&D.

Cons

- Management has limited communication and slow decision making. They have a "get it done" to make deadlines mentality, and often poor engineering and decisions are made, which ends up rearing its ugly head at us, both financially and time-wise. - Promotion seems arbitrary; instead of promoting qualified colleagues, they have moved the goal post, and then hire externally. Conversely, I've seen peers promoted to staff or management positions after they flopped at leading a project or managing a new process. THere is no transparent measure for promotion, and there is no obvious way to provide cross-functional feedback besides directly asking the management. - Even in the midst of a pandemic, I do not get a sense the company cares about the livelihood of its employees. "Built as if intended for my family" is the motto, but management does not act like there is semblance of a family or community that cares for one another. It took more than 2 weeks of increasingly serious news about COVID-19 for the company to issue notice about cleanliness and potentially working from home. When such news happens, responses should be in terms of days, not weeks. Good management requires frequent communication, even if the initial communication is not 100% accurate.

Explore other reviews about Abbott

5.0
3 Jun 2026
Recommend
CEO approval
Business outlook

Pros

Work life balance is great

Cons

Remote work opportunities are minimal.

2.0
15 Jun 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

• Strong brand and market position • Talented individual contributors and subject matter experts sprinkled throughout the organization • Opportunity to work on products that impact many patients

Cons

These comments reflect experience within Abbott Diabetes Care. • Culture can feel political and risk-averse, with difficult issues often addressed indirectly rather than transparently • Decision-making is slowed by multiple layers of management, many of whom appear focused more on managing upward than enabling teams and execution • Long-tenured management structures can create limited accountability, discourage new ideas, and make modernization difficult • Some leadership styles feel hierarchical and dismissive of dissenting viewpoints, making it risky to challenge the status quo • Strategic thinking and decision authority are concentrated among a relatively small group of senior leaders, creating bottlenecks and limiting innovation • Office environments and ways of working often feel outdated compared to more modern organizations • Organizational responsiveness can be frustratingly low. Routine requests, decisions, and communications often require multiple follow-ups, creating unnecessary delays and reducing accountability • Promotions and performance assessments often lack transparency, leading employees to question whether advancement is based on impact, visibility, DEI, or internal relationships • Employees navigating significant career or life transitions may experience varying levels of support, visibility, and development opportunities, making career continuity and progression feel less predictable than they should be

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