RUN! Micromanagement, toxic abuse Total nightmare employer - Slitter Machine Operator bei 3M: Mitarbeiterbewertung

1,0
21. Jän. 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Literally nothing. Just run fast and far away from this place.

Kontras

3M was, without question, the worst professional experience of my life. The culture is deeply toxic and driven by entrenched, long-tenured employees who openly resent anyone new, younger, or with fresh ideas. Instead of collaboration, you get passive aggression, gatekeeping, and constant undermining. Misery is normalized here—and passed down like company policy. Management is spineless and disconnected. Problems are ignored unless they threaten optics, favoritism is rampant, and accountability is nonexistent. Poor behavior is protected as long as it comes from the “right” people, while others are blamed, micromanaged, or quietly pushed out. Leadership talks endlessly about values and innovation while actively rewarding the opposite. The company operates like a bloated bureaucracy stuck decades in the past. Simple decisions take forever, initiative is punished, and common sense is buried under layers of process and politics. Morale is terrible, turnover is high, and for good reason—people don’t leave because they can’t hack it, they leave to preserve their sanity. If you’re ambitious, competent, or value a healthy work environment, this place will grind you down. 3M may look impressive on paper, but behind the name is a deeply dysfunctional organization that treats employees as disposable. I strongly recommend looking elsewhere unless you enjoy toxic coworkers, ineffective leadership, and a soul-draining workplace.

Mehr Bewertungen zu 3M entdecken

5,0
11. Dez. 2025
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CEO-Befürwortung
Geschäftsprognose

Pros

Work for what you get. Rewarding work and great management structure

Kontras

Management can be vague sometimes

3,0
10. Juni 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Company investing in new products and higher growth markets

Kontras

Over the past five years, there has been a significant decline in employee loyalty and incentive programs. Equity compensation, such as stock options and RSUs, was previously accessible to mid-level managers but is now strictly reserved for directors and above, reducing long-term incentives for a large portion of the workforce. Additionally, an increase in micromanagement and administrative red tape—particularly regarding strict scrutiny on all spending—has hindered productivity. The frequent practice of cutting budgets to meet short-term quarterly Operating Income (OI) targets is ultimately compromising our long-term revenue growth.

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