cnc machinist

mechanical assembler

senior cnc machinist

machinist

grinder

Regal Rexnord Corporation

Where to start? This company is filled with honest, hardworking people who are mostly trying their best, but the management style from the top of corporate on down reflects the mentality of a smug teenager. The people at the top are always right, and once they've made a decision, they don't care to be questioned, even if the process of implementing their decisions leads to havoc on the ground. It never matters how anything has ever worked or does work now, only how they expect it to work going forward. Change *is* inevitable in any organization, but to implement change effectively, you have to understand both where you're coming from and where you're trying to go. However, the corporate leadership couldn't care less about the former or how much disruption is caused by a sudden move to a new approach. The result on the ground is a chaotic cloud of ever-changing policies and procedures that moves inexorably forward at a frenetic pace. And even those people closer to you in the chain who have been here long enough will often tell you that this is just how things work here.

Functional areas don't coordinate meaningfully with each other, but they all expect their projects and priorities to be fully supported as needed by the rank-and-file. Chances are, your immediate manager is a pretty reasonable and supportive person, and their manager might be as well, but the echelons of leadership seem to grow increasingly deaf to feedback and input from lower levels the higher up the chain you go. So, even if you complain or suggest something, it's not likely anything will actually change if it requires assent from the higher corporate levels. The company seems much more concerned with image than with actual competence. They seem to want everyone to believe there is a well thought out plan driving everything forward but given the reactionary character of many changes and seemingly sudden decisions, it's clear that most of it is being made up as they go. They proudly claim to follow "industry best practices" but don't seem to understand that standards and best practices are a point of reference, not a plan in and of themselves. You can't just uniformly lay a predefined structure onto an entire organization that was built out of units with very different histories and subcultures and expect success and smooth operation.

Mid-level management does make some showing of concern for what their reports think and for their well-being, but it's clear that there is a lack of support from higher management for these efforts, and so they are effectively performative most of the time, even when feedback is solicited from across the entire organization. Mid-level management also seems to be a common source of scapegoats when projects fail and goals aren't met as planned. The "human factor" is seriously lacking in this organization, and it seems possible that they see everyone in the rank-and-file as disposable, interchangeable "parts" in the machine. At the end of the day, only the sales figures and balance sheets seem to matter. Everything else is a show put on for the benefit of customers, shareholders, and investors. But what do they care as long as the company can deliver what they demand?

There are machinist there who have been there for years. Some of these people are not called machinist, they are called push button operators. They are bitter about this because they are doing complex machinist tasks for entry level wages.

There is a constant battle between management and workers for an equal amount of pay and real raises for people who have been there 10 years plus.

There are a few solid people who have vested interests in the company. These few select people are a hollow reminder of when the company was a better place to work. Benefits and advancement opportunities have decreased over the years resulting in more work and less pay.

They will pressure you to produce parts at a rate that is not practical, and sometimes safe. They say they are quality oriented but its quantity they are after. Raises are anywhere from 30 cents to 50 cents a year. You can make thirty percent, 50, or 80 percent more than the next guy for years, yet still be on the same pay level.

Many of the people I spoke to had higher wages elsewhere but due to changes in the economy, they are offered substantially less in wages and benefits than a previous employer.

I myself was hired in at 1.50 cents less than what the "starting pay" was posted. A good company never goes below starting pay. In my experience little to nothing goes according to the way they say it will. The only time this happens is when it is in the company's interest.

Some of the people feel like there is no other place else to go, so they compete with each other. Sometimes it's hard to get answers from more experienced people because they don't want a newcomer to take their overtime hours or get replaced by a guy who will settle for a lesser wage. There is tension between shifts to the point that people avoid each other. At times the environment can best be described as crabs in a bucket.

Management and office staff change more than the workers. Record keeping is redundant to the point that it cuts into production time. Most of the redundancy is due to management and quality leaders who don't want to do any real work so they push the responsibility over to an already overwhelmed machinist in the form or paperwork.

I could go on and on about parts and machines that need to be replaced but never do. The result is time and frustration for the machinist to "come up with something". You will have to take precious run time to indicate and shim something only to have it come undone hours later. 

They claimed to supply all tools. This is false you have to buy a lot if not all of your own tooling.

Overall this place was like the stingy old mule rider who need a carrot on a piece of string and tied to a stick to trick the mule into the idea of a reward.

Regal Rexnord is an organization that spends most of its energy by using middle managers and directors - who have limited real-world knowledge, trust, or confidence of their team's skill sets and abilities - to direct with exhausting micromanaging techniques, inconsistent processes, unrealistic goal planning, aggressive deadline setting, and unsupportive/unemotional posturing while displaying the face of a progressive, empowering, unique, and encouraging employment environment. Within it's team structures exist some amazing talent and skilled professionals who are continually squelched by a very poor management team with questionable people skills and understanding how to motivate, train, and educate their talent from product creation to customer experience. This organization should spend more time training all team members on product, providing them with proper resources regarding experienced staff and customers, ensure they are prepared and confident before progressing in their movement through their responsibility track and timeline of goals, and make a solid effort to take random samplings of a new employee's weekly progress, concerns, and questions to guarantee that they are learning and understanding. Most importantly, when trusting and employing a skilled professional who is an proven expert in their field, treat them as one - not the opposite. An environment or organization that is driven purely by promises, deadlines, and sales cannot be one to help grow and motivate the creativity, inspiration and enthusiam of it's core. It will constantly need to oil the revolving door it has willingly and permanently installed. I would not recommend working for this company - at an level of employment. Feel free to read other reviews. The majority should confirm the true story. 

Was a solid company with several people with over 30 years of tenure and many with over 15 years.  Generally everyone was focused on results and helped one another... until new leadership decided to destroy the trust and culture overnight.  Without warning in 2019, 6 months after new CEO came on they laid off many people within a massive restructuring and said the layoffs were completed and stable.  A lot was changed and many things needed to happen and was tough, but understandable.  Then only a few months after they said they were done and stable, they laid off some more people, said the same thing, and then did it a third time in as many quarters.  Supervisors were showing up to HR meetings and finding their entire department was gone...  etc.  Went from a family with a purpose that certainly needed some clean-up in efficiency, to being nothing but focused on earnings per share and people on a spreadsheet.  If you were on the wrong side of the spreadsheet at the end of the "calculation" to meet earnings and cost expectations you were gotten rid of.  People with decades of experience were dropped or demoted without any real consideration or serious discussion.  Middle management and people that were up-and-comers like myself that weren't part of the layoffs were left holding everything up for management and a company that doesn't care about their people at all.  Virtually all middle management and driven employees left within a few months after this was all observed.  From what I am hearing nothing has changed over the last 3 years in terms of at least acknowledging people over needing to hit profit targets.  All while lying about it to their employees.  Do not trust or expect anything from this company.  You are nothing but a name on a spreadsheet.  Nothing more.  You have been warned.

I worked there for a few years and in only that short time I saw the company take so many horrible turns which made it a barely tolerable place to be. There is little room if any for advancement there. If you enjoy barely having a life outside of work then this is the place for you. They will make you work mandatory 10 hour days m-f and you can plan on working 8 hours every Saturday. The people on the shop floor are required to work all those hours which is decided by people in the office who you will never see out there helping on the weekends. They used to care about their employees and would show it with incentives like drawings for prizes, rewards for going above and beyond your requirements, company apparel, cookouts for meeting target goals, those sorts of things but those days are long gone. The quality of employee has gone way down due to the changes that have been made at Rexnord. Almost all of the good employees have fled(including high up managers) since the company has started going down hill. New people that are brought in rarely stay longer than a week or are let go within the first month or two. The company has become a revolving door that brings in whatever they can scrape from the bottom of the barrel because they have no more options. Long story short, if you want to get treated like garbage, used and abused for whatever they need and then tossed to the curb then Rexnord is the place for you. If you want to work in an enjoyable, friendly and employee appreciative environment then I would advise looking past Rexnord.

I learned how to machine here, and I stayed just long enough to get the required experience to be hired somewhere else.

The hardest part of the job was constantly being told we weren't doing enough and having to work endless weekends of mandatory overtime. Not far behind was having to use machines that were constantly breaking down, either because they were broken by inept operators who received endless grace from managers, or due to the fact that some of them have been in use since George H.W. Bush's presidency.

The company claims interest in what it calls"DEI"; however, the standard definition of DEI is "Diversity, Equity, and Inclusion". RR's special definition is "Diversity, *Engagement*, and Inclusion." Why they value employee engagement over fair and impartial treatment I can only guess, but they sure love being  able to tell you they care about the well-being of their employees while they force you to work another 6 day week because "we need to hit our goal for the week/month/quarter".

They hire one person for every six who quit, and can't keep any new people because of their impressively shoddy and unaccountable leadership, on top of everything else listed here. Their "merit raises" have become an absolute joke. I've never heard of any workplace giving employees a raise of *less than one percent*, but most of us got just that last Christmas. Hallelujah.

I liked my immediate supervisor and coworkers, and I feel horrible for them still being there. I hope they find something better soon. 

My typical day begins with printing off a schedule of currently running jobs and upcoming jobs/set-ups that i will have to perform during my shift. I then begin to prep for upcoming set-ups (checking on next molds making sure they are ready and if so drive them out to the press via forklift) and deal with any process problems or adjustments that need to be made. I received my set-up training and start-up training through the company and make a strong effort to learn as much as I can about process troubleshooting. Management there is OK for the most part, the front office people are very nice and are always available if I'm having any problems. A certain shift supervisor is good at what he does however lacks some traits that would boost morale. He never tells anybody that they're doing a good job, even though you bust your butt day in day out, he lacks trust, and shows favoritism for certain employees. I am a firm believer that a pat on the back and being told that you are appreciated really does wonders for workers morale and makes them work better. Supervisors at Rexnord obviously don't feel the same way. My co-workers are awesome people, making themselves available to help whenever possible. The hardest part of the job is being shorthanded and having unqualified employees that create a very stressful work environment. The most enjoyable part of the job is the work itself, I love what I do there and take great pride in my work.

Rexnord isn't a bad place to work, it's just that management is not aware of what actually happens on the production floor.  There are only a few people that actually work. There are experienced journeymen that are so lazy, they pawn everything on other people who are busting their humps off already.  For example, they recently put some people into training for setup tech positions, but instead the people who are supposed to be training them have them shadow other setup techs while they sit in front of a computer ALL NIGHT LONG!!  They will never lift a finger to help out when needed, they will not train new people, and they stay on one end of the building (tabletop) and never come down to the other half of the building where the setups and machines are more difficult, yet they get paid $30/hr. I don't know how they get away with this stuff. Management wonders why the uptime isn't as good as it should be, and here is the answer....lack of team players and overweight, extremely lazy, selfish leads and journeymen.  Seriously, every shift, me and a couple other techs run the most difficult part of the plant, while the technical leads and journeymen sit at the other end talking and staring at a computer. It makes for a very stressful and frustrating work environment.  Management needs to get rid of these lazy, unproductive people. There is such a huge imbalance, its ridiculous. Wake Up management!!  Start paying the people who break their backs every night.

I really enjoyed my team here and that made me like my job every day. While here, I do remember management not backfilling as members left, so the work loads would continue to increase and there was no help to alleviate these loads. So work on personal development and other aspects soon slowed. But the managers were on our teams as well and were working on a lot of the same things as us, so they were aware of the struggles we were all facing. 

I really enjoyed the teams ability to be remote but still feel engaged with one another through leadership encouragement. The remote work, as well as the work loads and responsibilities did seem to isolate us and make me feel like a workhorse, or cog in the machine. But we worked out of a queue of customer inquiries so it seemed as though the work was never done and we were always working at 110%.

Overall though, the team culture and the structure that I had on my team was 10/10, and that is what kept me coming to work every day with a smile on my face.

Worked there for many years. Watched the plant slowly decline,  With the new leadership put in place after old plant manager took a better position at a different plant it has gotten worst.. Leads play favorites. Employee advancement has become a who you know, not a what you know basis. You are exspected to make a quality product but the average machine is 20 years old or older. Dealing with constant machine malfunctions,errors, broken or rigged equipment,  as well as oil and coolant leaks on near every machine. Years of requests for new equipment or repairs fell on deaf ears.. yet as the operator your held accountable still.... the plant is dirty and they force rush extended clean up when corporate comes to visit to hide the visible issues.. i have witnessed discrimination, as well as racism of other employees. But upon reporting it fell on deaf ears as well.. Calling or reporting to corporate does nothing but put a red target on your back. Management will have your lead start looking for reasons to write you up.. they do not follow their own policies and will do what they wish.. Also if you become sick they will weed you out no matter how many years you've dedicated to them. They also time adjust to their benifit taking away money you worked for..

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