greeter

designer

Knorr-Bremse

Powertech is losing its people faster than it can replace them. A good majority of the workers that had the knowledge about the products has left and people are continuing to leave at an alarming rate. The knowledge pool is becoming shallow and new hires are not receiving the proper training and mentorship that they need in order to build a quality product. This issue is compounded by the fact that the employees get paid below-average wages in a niche industry. They just need bodies to built units.

Upper management is aware of the major issues on the floor but face a lot difficulty when dealing with them. The culture of micromanagement has permeated this organization within the last couple of months which has hindered management from focusing on key issues at hand. In addition, meetings can get extremely toxic  and uncomfortable once people start taking out their aggressions on others. 

If you are a student or a recent graduate, you will learn a good deal here. Since it's a small plant, you will be exposed to working with different departments and their functions. Ask a lot of questions. Unfortunately, the company really serves as a stepping stone for a better career elsewhere as there is virtually no room for upper growth. The company is constantly going through organizational changes so the future outlook is not clear. 

Advice to management:
- Stop focusing on making the company attractive to potential hires; focus on how to keep the ones that are already working. 
- Stop micromanaging and focusing on small issues. They're just symptoms of a bigger problem. 
- Invest in younger employees for the future.

First off, let me say that not all Knorr Bremse locations are the same and that some of them have good leadership teams and my review is solely for the location I worked for. I traveled to several other locations and spent time at them and did not find all of them to be messed up. 

The work I performed (HR) was not difficult or any different from other companies that I worked for. Typically it was expected that one would put in 9-10 hours. 

The major issue I had was the leadership team at the location. I had issues with upper leadership disclosing private employee matters and issues with leadership having a very negative attitude towards employees and treating them as such. Constant bad-mouthing of co-workers, supervisors, and direct reports. 

Contractors were brought in and talked to about how they would be hired and would be shuffled out the door only to be replaced by another who was promised a job and then...same story.

I worked over 2 yrs there as when the company relocated from Georgia and newly formed power-tech moved into Mt Olive. Management was young But Never Ever were trained properly in their roles to take on any kind of leadership. Will 100% agree with my former co-workers on management. Seems their trying to establish a robot like environment. If at all any type of positive feedback can be said the vacation and benefits are decent but that`s about it. You do get harassed by the shop leader because upper management does not want to deal with the techs on the floor so it gets left up to the way things are questioned and poorly run on the floor. A relocated company that when I started was told it was going through growing pains but still after 2 yrs has not grown up in any way.
Updated.. still a revolving door here with employees. As already written several times place is Toxic.This review was removed so re-posting it as it was my own experience working there.

I worked at this company and found several ongoing issues that made it difficult to recommend as an employer. Management often lacked clear communication, consistency, and effective leadership, which created unnecessary frustration and confusion for employees. The HR department was not responsive or supportive when legitimate workplace concerns were raised, leaving staff without the guidance or assistance they needed. Compensation was also below market expectations, and raises did not reflect employee performance, workload, or cost-of-living increases. Overall, the company would benefit from stronger leadership, a more employee-focused HR process, and a fairer approach to pay and advancement.

Very interesting business that supports the railway industry through various types of products and software.  I have learned a lot about the RR business along with the world wide clients that the company supports. Love the industry and the challenge to learn new software. Outstanding co-workers who are willing to help. I have been accepted as a key person in the organization even though I'm a contractor, by getting involved in employee-related event planning. I'm also respected and well-liked for my contribution to the company.

For me, each day is anew, I'm dedicated to learning something new. I oversee two facilities one here in texas the other in kansas city, so i'm use to the demand of being available 24/7. I enjoy helping others and want them to learn for themselves so they might progress on their own accord. Just recently we had an incident that required legal action, I not only helped interview all those that were present but engaged in different processes to get to the truth. The most enjoyable part of my job is learning, helping others, protecting the business, helping it to thrive and keeping the environment safe and healthy for my employees.

Sheppard was privately owned, then acquired by Wabco in 2017, then divested and acquired by Bendix in 2020.  The corporate parents attempted to integrate Sheppard but the systems and personnel are resistant to change which leads to frustration on all sides.  There are some very good people there, but I cannot see how the company survives other than being a dominant market supplier and therefore hard to replace among customers.

I've been in the mass transit industry for 30 years with several companies and this is the best place to work, so far. They have excellent benefits, supportive management, promote community engagement and volunteerism, and encourage environmental awareness and natural resource conservation. several events are held yearly to promote employee inclusiveness. The hardest part of the job is dealing with difficult customers. The most enjoyable part of my day is working with a talented staff.

If culture and management could receive negative stars, they'd get it. Production and plant managers are rarely on the production floor.   You want/need training? Too bad because other people need it and if they aren't getting it, you can't get it either. And they are not truthful during internal audits to cover up circumventing of processes. The mentality is, "if you're getting it, I should get it too. And if I can't have it, you can't either." Toxic.

This place will not be around in 5 years .The first 2 weeks the writing was on the wall. Mismanaged in so many ways. People worked hard there all of the time.

Top Job Titles	Average Salary
Greeter 3 salaries reported	$28.00 per hour
Designer 1 salary reported	$100,500 per year

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