sales executive

specialist

sales associate

logistics associate

surgical technician

KARL STORZ

Pre-2009 - The culture was perfect, where you had a sense of purpose, and everyone pulled together with great respect toward one another.
Once Lean was adopted, the culture started to deteriorate. Although efficiency got better regarding meeting customer demands.  However, the true issue is that Continuous Improvement and the "True North" journey are truly about the respect of the people.  Respect for people is the key to a lean-driven culture!  That was lost when respecting employees and giving them a sense of value diminished.  That is not the true spirit of the Lean World.  
Management made it about the numbers and their spreadsheets and forgot about the true value of their people.
The development was great for a bit.  But it truly depended on if you were in the right clique.  I was given opportunities to grow.  That I am thankful for and always will be.   But management acted like managers and not true leaders.  There is a difference between managing and leading.  The most respectful thing KS management can do is learn to be leaders.
"A bad system will beat a good person every time.”–W. Edwards Deming.  
Cteam - Listen to the people, respect the people, learn to have empathy.  Get out of the mentality of blaming, you have lost too many great valuable employees.  There are many organizations waiting for KS employees...They are valued and can offer a lot to the world.  
Thank you for allowing me to learn how not to be classified as "Management" and how to lack empathy.  
“Leadership is not so much about technique and methods as it is about opening the heart. Leadership is about inspiration – of oneself and of others. Great leadership is about human experiences, not processes. Team Ys.

Also, you might want to consider how you treat people when they give their resignation.  People talk, the most valuable and RESPECTFUL thing you can do and listen and understand why they are leaving. Don't take it personal.  This is the culture you are creating!  Too many long-term employees left, and you did not tell one of them, thank you for the service they had provided over the years.   Instead, you shunned them like they were nothing.  How is that respectful?


Stressful days at work, learned that HR, supervisor and managers doesn't care or have any respect for the employees at all, they stick out for each other even if they are wrong, so i always think if MS Storz or Karl Storz Jr, knows about how they are running Karl Storz in Charlton, Auburn and Franklin Mass. If you are sick, or just got surgery and you are out on FMLA, don't be surprise when you get back to get lay off or fire and they will give you a pamphlet for you to fill out so you can collect, but if you refused they will threating on you and make you look like a bad employee to agenesis and other employees to make hard on you to get another job. there is one person on HR in Charlton that really have human feelings and do her best for the employee, but because of the others HR hire up she is limited for what she can do, everyone always said the same good stuff about her and she knows who she is, she love dogs to : ). so sad that small stores and companies have a race this year due to COVID 19 and we didn't even get 10cents, but we are essential, specially some of us that have to travel back and forward from Charlton to Franklin or even Auburn Mass. Please i hope some body let the STORZ family what is going on om this 3 STORZ company in Mass and replaced some of this HR personal, Managers and supervisor or re train them to really do there job professionally like they suppose to.

Karl Storz Imaging (KSI) is one branch of an International corporation consisting of several divisions. At KSI the emphasis is on the positive outcome of the customer's experience. The overall emphasis is on Quality, which is strictly controlled.

  People are caring and helpful. Every section is cross-trained in additional processes to help cover all stations in the event of absences. All training is provided and updated regularly. One can ask to be trained or retrained to a specific task as required.

  That said, the environment at KSI is friendly, even fun-loving. Several events are planned annually, such as a deep sea fishing trip in local waters, an Annual family picnic, sometimes held at a major theme park or venue; and an annual Aloha Picnic (for employees only) held at the beach. The Winter Holiday party is held in January.
One particular employee, an engineer, organized an Easter egg hiding event every year, to the delight of employees the morning after.

HR is concerned about the wellness of the employees, with lots of events and perks including yoga classes and chair massages. Most employees work four 10-hour days a week with a select few, Service, 
 and Customer Service,for instance working five 8-hour shifts in order to satisfy Customer's needs. KSI's full service Machine Shop maintains shifts day and night including weekends.

Karl Storz is a company that produces endoscopy equipment. Even though I worked in a call center environment, it wasn't a typical call center. The company is driven to supply its consumers with a high quality product and its employees with the skills and the information to provide them with the information that they need. I often spoke with the same customers and was able to build a relationship with them. I established the ability to oversee multiple product orders for various sales representatives. I managed various shipments, product release dates, marketing and sales promotions, changes to product and other pertinent product information.
I cultivated relationships with the sales force, endoscopic specialist, onsite technicians, hospital personnel and technical support teams. I learned the importance of product knowledge and being able to relate to customers and zero in on their needs without being face to face with them. The pay was competitive and the opportunity to advance was available; the company often promoted from within, and, you could move from department to department with support and recommendations from management.

Every day I get to work with a qualified team of professionals who have the same objective of advancing medical care and specifically regulatory science within my department.  My coworkers and manager are supportive and we tackle tasks as a team with thoughtful discussion and with an open mind.  The workload is challenging but interesting and varied and I continue to learn more each day about my area of specialty, flexible endoscopes.  The management of the company is dedicated to openness and transparency to create an environment where strong ideas and new approaches are considered.  The culture is welcoming and collaborative and my coworkers are good at keeping the mood light.  Navigating workplace tools can be a challenge at times but there are helpful point people for the different systems and technologies we use.  I enjoy diving into the problems of the day and collaborating both within my department and with the design engineering and software teams.  I have also grown from the opportunities for project management in a cross-functional team I was asked to lead.

Working at Karl Storz was a challenging and rewarding experience at first.  Around 2017 there was a shift in corporate management that created a rift between middle management and all employees below that pay grade.  An outside company was hired to determine issues with the company and pinpoint problem areas for improvement.  Almost all of the issues were with middle management and bureaucratic processes that slow everyone down below that level.  Corporate took this information and decided to point the blame at the technicians, increasing the divide between management and employees.  At this point it was clear employees were viewed as merely a number on a report, and were treated as such.  Coupled with endless lip service about being "heroes" and at the same time being told we would not be receiving our annual cost of living increases due to COVID or any hazard pay for working onsite in hospitals during a worldwide pandemic I knew it was time. 

I can't necessarily blame local management, it was clear enough that they were given little wiggle room. I was hired at a time before software was pulled back to the German mothership and then they tried shifting developers into customer support roles. It might be great for sales and marketing types which predominated.

They are largely a sales and marketing arm of the company and that makes it clear why sales and support people like it. All original and creative work now takes place in Germany and some of it in Houston.

Being accustomed to tech companies and the type of commitment typical in them there seemed to be a lot of slackers. Developer salaries are low and most have transitioned to support roles. That may have been more possible because hires for those roles predominantly held green cards.

There was a long succession of unimpressive tech leaders from Germany who did not fail to disappoint but seemed to be highly revered. I hate to be cynical but my impression was that many skated by on painted on smiles and feigning rah-rah.

Karl Storz is an excellent company to work for if your an Octopus. The quantity of work is unbelievable and it keeps getting worse. Reports, quantity of calls required daily,  sales is lazy and expects Credit/ Collections to clean up all the mess they create by not going the extra mile and providing the customer service they should be providing. The management is a entirely different breed. They are real good at delegating, expecting you to get water out of a rock and as far as backing you up or supporting you, they take any opportunity to diminish any good you have done, call you names and make the most derogatory comments I have ever herd. Reporting this to HR does no good.. The pay is not even close to what you should be paid for what your expected to do. Unbalanced work load and if you dare complain you get blasted accused of being disrespectful and unprofessional by using a figure of speech to describe an issue at hand.. Credit/Collection dept is like a swinging door.. Always someone leaving or new temps brought in because can’t keep someone to do the amount of work expected

Working as an onsite specialists allows for you to learn a great deal about the company and its products. You also have the opportunity to develop good professional relationships with medical personnel. Co-workers are available and willing to help with any issues you may encounter and need additional assistance with. Sales team in the area is mostly helpful and a pleasure to work with. However, unless you move into sales, marketing, or engineering jobs not available in your area there is no room for upward mobility in the service side. Regional management is essentially the next step and those positions stay filled for an extended period of time. Otherwise the company has many benefits and financial perks that make working here even more desirable. Many of the employees are very helpful and a pleasure to work with.

A typical day at Karl Storz would hopefully be an eight hour day however this is not usually the case because of the high demand for product.  Usually a typical day is 10 hours long.  You may learn a lot in that time but if it is needed you will need focus on product and pushing as much product to the warehouse for shipment then anything else.  Management may not tell you until the Friday before that you have ten hour days but they will tell you that the overtime is mandatory. The culture in the building fluctuates according to the scheduling this includes all departments. The hardest part of any position there are the hours, The best part of the company will be your co workers, a great group of dedicated individuals.

Top Job Titles	Average Salary
Sales executive 103 salaries reported	$102,513 per year
Specialist 138 salaries reported	$25.12 per hour
Sales associate 80 salaries reported	$63,863 per year
Logistics associate 23 salaries reported	$19.52 per hour
Surgical technician 19 salaries reported	$24.88 per hour

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