account manager

production associate

production supervisor

manufacturing team leader

supply chain analyst

Andersen Corporation

I worked at Andersen for about 7 months and loved my job. I was working in CERT and was able to work from home which is one of the main reasons why I applied. 

I worked very hard in my position - never took a day off, always on time and learned as much as I could every day. After about 4 months, I was promoted. Shortly after being promoted, work slowed down a lot and they started laying people off and encouraged others to take voluntarily lay off. We were told that mandatory lay offs would never happen… they then decided to force people ( myself being included ) out of their job roles and claimed that they were “ reorganizing “ CERT.  I expressed my concerns to my supervisor and how I was not comfortable moving to this new department as this new role was completely unrelated to anything that I have been doing for the last 6 months and that I was finally feeling confident in the work I was doing. I made it clear that this would not be a good fit for me but they did not care and forced me out. They also told me that I would have to stay in this new job role for a year before I had any chance of going back to my team. I was sent along with 9 other people to this new department to work on phones ( I had no phone experience ) and help home owners figure out what parts they needed and what product they have and much much more. I felt very overwhelmed and stressed because I had no product knowledge and knew nothing coming in to this position. I ended up finding out that nobody wanted to go to this department and that all 9 of us were forced into this new job role. Many of us came to the conclusion that they sent us there in hopes that we would quit so that they wouldn’t have to pay us employment - especially after finding out that they sent someone who was 80 % deaf to work on phones! Ridiculous! It was pretty clear that they over hired within CERT and even after laying people off and getting rid of their temps they still needed to get rid of more people. 5 out of the 9 people they sent there quit. 

I was told upon hire that there would be plenty of opportunities to grow and move around but that it would be MY choice and that if I left my team to try something else and then decided I wanted to come back because it wasn’t a good fit that I would be able to do so no problem. I feel very misled.
 Employees have told me that they are afraid to do well in their position because they don’t want to be forced into a different job role and off of their team. Others have said that if you want to move to a different position and you are good at your job that they will not let you move teams. 
 It was clear in my time working there that leaders are not honest with their employees and they just tell people what they want to hear. I am thankful for the work experience I gained but Andersen does not care about their employees unless you have been working there for years, know people who work there or are related to people who work there. 

A couple interesting points.....
Most of the previous reviews are by "former" employees ...Why?
good or bad review this seems to be a company with a revolving door. SOMETHING TO THINK ABOUT

The "Custom Pultrusions" positions are posted as "Anderson Windows" positions...... in fact this is a "subsidiary of" Anderson corp.
This is to lure individuals to apply for a position that consists of a process that is very difficult to work in/with with continual improper training along with what could be considered questionable upper management.

The training is put on the senior operators (and sometimes poor operators) who are required to train and make good product with low scrap levels......operating the line itself is quite difficult without having to train someone. 75% or more of the people that are brought in to train don't want to work or are not able to learn the process.
This is just the beginning of many issues that cultivate a disgruntled work force (stating it politely) 

That being said.....Supervision does not interview candidates (their opinion seemingly is not wanted or respected) , only upper management (with assistance of what could be considered a  questionable HR entity) interviews candidates and generally very unsuccessfully.

Is this a good place to work? I doubt that you could get a positive answer from current workforce.

Could it be a good place to work?  There is a small possibility if the proper individuals from the Corporate entity  (not the "buddy" management team) became involved in a larger and more consistent manner.
Actually listening to individuals on the production floor and key individuals who seem to be what I would consider the best pultrusion minds in the business.

This facility is a "must have" for Anderson in order to produce a large percentage of its windows but the workforce is working in ungrateful conditions.

This reviewer’s position and perspective is as an exempt employee from the Corporate, not manufacturing side. Despite CEO messages in July 2020 that the Company was having a banner year -exceeding even its preCovid perferformance goals, they laid off more than 10% of workforce.  They are Always recruiting production help.  In a Short Time, my Department physically moved locations, moved within the Organization, reorganized with newly hired managers, and job duties, methods and means, changed considerably and underwent a significant transition that created instability and challenges.  My Department’s  jobs went from creative, challenging and meaningful to  rote procedures defined by algorithms. It’s a good company at which to work if you are complacent and like structure, doing routine Work defined by established procedures and policies... “staying in your swim lane.”  Coming from some highly successful and competitive businesses, there was not much Andersen interest in contemporary practice or innovation on the Corporate side.  It’s a business over 100 years old and is entrenched in some ways.  There are progressive-thinking people there but spread out very thinly and few in Management in my area. Remote work was allowed.  Salary and benefits were average with very modest increases, small  bonuses and limited growth opportunities in the Organization. Took a salary and PTO reduction to go there and found these were easily  regained after leaving Andersen. Suggest applicants (or their attorneys)carefully review the non compete agreement signed at hiring If in a non-Production/manufacturing position. My co-workers were dedicated professionals but the Department motto was “it doesn’t pay to complain.”   

Job was demanding and was interesting.  No day was ever the same and it allowed me to travel to great places around the South East of the US as well as to other States for division meetings.  

Hardest part was being on your own.  Since territories where so large your only communication with other Service Managers was through email and phone calls.  Twice a year we got together for division meetings.  

Typical week usually had me in my home office on Monday and Friday, with travel throughout the territory on Tuesdays - Thursday.  Travel consisted of job site visits, strategic planning meetings with AW sales reps and their accounts, planning meetings to promote service departments within those accounts, or meetings with legal team for disputes the company may have been involved in.

Advanced programs to promote selling through service to reach goals for revenues associated with up-selling on job sites as well as programs to promote higher customer satisfaction through out my accounts.

Most difficult part of the job was managing accounts that where long distances away.  One account was a 7 hour drive from my home which made it very difficult to provide in-person training and coaching.  

I learned an incredible amount from the job from managing the territory.  I learned skills associated in sales and also was able to view aspects of the construction industry from the manufacturing side.

My job at AW was very rewarding for me.  I miss the people I worked with, I do get together with them whenever it is possible. After 24 years I decided it was time to do something different.  I then moved to my career job choice.  I took care of the elderly for many years.  I enjoyed this until recently, I worked for private people.  I need to be around more people on a more regular basis.

I started work at 4:30AM and worked until 2PM.  My first duty was to do the numbers.  That means I needed to record all of the production from the day before in my group.  This had to be done accurately or it didn't match the schedule.  Several times I would call supervisors to get information needed so I could continue on with my day.  I went out to floor to count several pieces of products.  These counts had to be accurate or I would have to figure why we were so off from the counts in the system.  We had several different pieces of products and we were given a week to get these done.  We worked at our own pace and had to be helpful to others if they were behind.  All these figures had to be put in a system on the computer.  We were like on our own, but were watched by superiors.  This was great because I always got finished on time and accurately.  This job was the easiest job I had in the 24 years of service.  It was a great way to end my career with Andersen's.

Management spends too much time playing politics when it comes to the growth opportunities for their employees. They have you do tasks that are outside of your job description. When you ask to have the additional tasks removed from your workload, they will not let you. They will take advantage of you for being a go getter and high performer and will try to get you to do as many things they can without compensating you or promoting you to the correct level. They are also making employees return back into the office for a minimum of 3 days a week now, as long as you are within a 50 mile radius. That means if you are 49 miles away and have an hour and a half drive, you have to drive into the office 3 days a week. Even for jobs that can be done remotely. They said to expect less productivity but are not planning on hiring additional employees for the lack of productivity this causes.

Message to leaders: Put your people first, pay them what they are worth, and do not have them do tasks that our outside of their job descriptions. Stretch opportunities are great to grow but they have to have a time limit. You can not continue to take advantage of your employees. It creates a culture of burn out where your employees feel like they constantly have to say yes and cannot push back.

This is a typical position within a large corporation where nothing that the company does seems to makes any sense or is any good to the employee. For example, the company keeps hiring  even though they are already over staffed. The managers do very little managing and fail to stand up for you. The company created a position and brought in a "training" manager. We all feel this is a waste of time and money.  It's all smoke and mirrors. From comments made repeatedly by the other reps, everyone is looking for other employment. The turn over is yearly so do yourself a favor, look elsewhere. Now that I think of it, maybe that's why they need a training manager because of the turnover. 

The feeling and reality is that if we were treated good, there wouldn't be turn over. They just keep taking away and even the medical now stinks. The way compensation is paid out is changing after the first of the year so now we'll be waiting a month for one half of the commission and months for the second. The bottom line is you work for free trying to sell $1500-2500 windows, then they make you wait for your money.  You're spending your money, gas and vehicle expenses every day. Talk about corporate greed! Sales are few and far between for 8 months out of the year because we are at least twice the price of every other window on the market then fall comes and you're without a check for four months.

The most upsetting thing is how unappreciated we are.

The pay and benefits are decent and I like most of my coworkers.
But if you value any life outside of work, don't want to be working mandatory OT every day and on weekends, or want help/support from management -- this is not the job for you.
In the interview, they will tell you that mandatory OT is temporary and that you'll only work the occasional Saturday, but it's a lie. Everyone has been on 9 or 10 hour days, 5-6 days a week for over a year and there is no end in sight.
They also do not give you your benefits paperwork at orientation - you will receive it 2 weeks later in the mail and even if you sign up right away, your benefits don't start until the following month.
Management/HR/corporate is so disorganized and inefficient and never help their people. If you try to suggest an idea that could help or make things more efficient, they will either blow you off or give you excuses to why they can't do it. And if you have any sort of issues with co-workers/supervisor, don't bother going to HR. They will just tell you that they don't deal with any issues that happen on the production floor.
And if you have any sort of disability or chronic illness, don't even bother applying. You're allowed 8 sick days per 12-month calendar period and they don't accept doctors notes. While there is short term disability - the company that deals with that never gets back to you and takes over 2 weeks to process paperwork, even though they say it will only take 5 days.

● Work-life balance
Work-life balance at Andersen Windows & Doors is average.

● Pay & benefits
My pay and benefits at Andersen Windows & Doors are very average the last 12 years most benefits that made it special are gone to executives.  They try to spin it otherwise.

● Job security and advancement
In terms of job security at Andersen Windows & Doors, I think very volatile.  Most everything is assembled not made. Heavy reliance on vendors with no plan B if these vendors have issues.

● Management
In general, managers at Andersen Windows & Doors are parrots with little thought.  I’m not even sure why most middle managers exist.  They have very say mainly used to drive down budgets and fire people.

● Culture
Collaboration with my colleagues at Andersen Windows & Doors is good for the most part.

● Overall
My experience working at Andersen Windows & Doors incredible for first ten years, the last 12 depressing as every benefit was taken away.  Executives have a great stock program and profit sharing program.  All this was once part of being an employee there now it’s shifted to a select few.  It’s now an average place to work in terms of pay and benefits.  There is an epidemic of liberalism that has infiltrated the company culture and it starts at the top.  Which is great if that is your beliefs.

I had work as a seasonal employee with this company. Seems like a decent work place to work at, there's plenty of assignments to work and lots of good people there. Lots of overtime opportunity and flexible schedule. Paid is decent.

Some major cons there is that walking from parking to facility takes a bit of time, same thing regarding going from one work station to the next. Newer workers will have trouble finding their way aroung the building. There are way too many workers but so few entrance/exit. Constant mandatory overtime on shift that you may or may not sign up for that you are required to work for some reason. Confusing shift rotation schedule, often had to cover for employees who are absent or on vacation. Low management support, getting a hold of your supervisor when you need them could be difficult at times since they often leave the facility most of the day. Parkings are limited (especially the closer ones), they are usually a first come first serve type of deal.

Top Job Titles	Average Salary
Account manager 127 salaries reported	$101,366 per year
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Manufacturing team leader 68 salaries reported	$28.27 per hour
Supply chain analyst 29 salaries reported	$89,817 per year

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