AbbVie reviews

Talent review cycle is not very rewarding. HR rules are too rigid and inflexible in some parts of the company. Some areas of the business let good talent walk out the door because not enough career opportunities are rewarded to the high performers. They do too much to placate the average worker who has been there longer, than they do to move up high performers. It creates an endless cycle of high talent turning over often, but they keep the mediocre workers too long. Promotions are too few in certain areas, which they expect linear growth after 7+ years of you doing the same job for a long time. They need to recognize that in order to retain high talent, people are not going to sit still for years and “pay their dues” when another function is offering them growth. Usually to move up at AbbVie you have to switch functions instead of go through the usual annual talent review cycle.

While AbbVie Operations Singapore has one of the best perks, it really fall short in terms of work environment, the culture and its people. 1. Limited WFH privileges Global direction allowed WFH opportunities but Singapore factory have their own set of direction and instructions. Once return to office was announced, management decided to give a knee jerk reaction and made it compulsory for all to return to office 2. High turnover rate Please probe further why this position is open, why there are many same openings throughout the year. Most importantly, what happen to the previous person. Throughout my time, I literally saw the whole team resigning. This ranged from Engineering, HR, Procurement, Warehousing, etc 3. Prevalent silo mentality Teams who are supposed to work with you will push away work and say it's not their job. Its entirely in their interests not to help you resolve them. We have routine meetings throughout the week but for most cases, only 1 person contributes and that would be the host. Before I resign, we still had meeting in office but used Microsoft Teams. 4. Long time staff bullying Seniors who have effectively burrowed into the system will use their institutional knowledge of convoluted processes, policies and precedence to frustrate you at every turn and send you on wild goose chases. You're pretty much at their mercy unless they choose to be helpful. Quality tend to gang up and bully other departments. I recall several meetings where middle managers was just finding all sorts of reasons to reject the work and push it to me to solve it. 5. Lean Team, High workload My team was very lean. The workload is high and nothing is done to evenly distribute the work. I understand headcount is very sensitive, all businesses want to cut costs, but this has been brought up to senior management even before my time back in 2015. Yet till 2022, you don't do anything about it? Don't pay us 4K and expect us to work around the clock. There needs to be a fine balance of work and life. Report to office at 8, clock out at 5, attend daily nightcalls, even on Friday night. How do you expect individuals to not burnout? When the whole team left in the same year, management decided to take their time recruiting. They tend to argue among themselves justifying the vacant position then thinking about the current team who has to support roles outside of the job.