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Stanley Black & Decker

I have to start by saying that I was Field service Technician in NY and I had a little bit of experience before I came into this position. Now working as a field tech. for a couple years and at different companies. Stanley Access Technologies was an amazing job, but not without its cons. If you could get over the cons I list then the job is pretty awesome. Also Allegion bought out Stanley Access Technologies, so I don't know how it is now being under a new company.

Pros:
The company paid for the tools and training and your travel, and gave you a work vehicle. Management was amazing and as long as you did your work and kept up with the work load, and did what you were supposed to, they left you alone. I was always by myself as management was remote or at the shop which was 4 hrs+ away and the closest techs. were a min. of 2 hrs away. This was cool because I was in charge of getting the work done how I see fit and controlling my schedule. You get to meet a lot of people, learn how to problem solve and really get time to understand and master being a technician. There was a lot of ways to spend time clocked in doing work, so overtime was a normal. If I wasn't doing service calls, I was training, doing return packages for parts, writing emails, cleaning and organizing van, providing assistance to other technicians or customers, doing inspections, helping install crew, dropping off parts to other techs, vehicle maintenance and more. 

Cons:
Company has a call center but you are on call every other week and have to do dispatch as a tech once every couple months which is annoying since the call center literally calls the tech on call just to have that tech tell them who is on call. The only way to not be on call so often is to swap days with more techs. but the problem is that if you cover more technicians areas, that mean you have a larger area with more customers that can call for emergencies while you are on call (gets old very fast). Another Con is the benefits are ok, if you used all of them, then it was good but if not then you were just out of luck. Some customers (hospitals) did not care if something as little as a closet door was not opening fast enough, it was an emergency and they wanted you there no matter what. The pay is ok, once you realize that some other companies pay more and they aren't anywhere as big as Stanley or make as much money, it is a little discouraging, especially for all the hours you put in and all the different tasks that are required on a daily.
This goes for the benefits also. Last thing was since most of management and your higher ups are remote, you never see them which means it almost impossible to get to know them and build a relationship with people that can help you grow so unless you know someone higher up, good luck. There was a couple people I knew that were in positions because they knew someone higher that helped them. 

Conclusion: I loved this job and would've most likely stayed if it wasn't for the pay and benefits. Living in NY and finding out the cap for technicians was somewhere in the mid $30/hr range was a little discouraging, but for someone who is just getting started, I 100% recommend trying to work a good company like this. I hope this review helps.

Stanley Black and Decker, formed as a result of merger of Black and Decker Inc. with Stanley Works represents a great American company story; focus more on short term on stock market price with no plan to gain in long term – all signs of a dying company!
1. No Job Security: Company has been constantly laying off people since 2017. Restructuring/Re-organization takes place every few months. If Stanley Black and Decker stock price falls, expect layoff and costing cutting immediately. All Business Units that I know have laid-off, terminated, pushed out to retirement, furloughed or fired people as a result. Company has lost valuable talents over past few years and bleeding has not seems to stop. High employee turn-over at this company.
2. Chaotic: There is absence of proper planning or coordination between different departments. For example, Finance does not want work with Engineering, HR or IT and vice versa. Ultimately, whatever decision that you make can be overruled by Finance. Finance ultimately drive daily decision making. Expect to be in conference call/meetings all day long. No systems, no planning, no coordination, no organization.
3. Out-sourced: Top talent are constantly asked to leave either forcefully or through voluntary retirement leaving behind a huge talent vacuum. New employees hired are sub-par at best. As one of the latest decisions, almost majority of old talented IT workforce was laid off in place of low paid non-immigrant by HCL.
4. Poor/Reduced Compensation and Benefits: Expect no raise or recognition of work no matter how hard you work. Expectation is you work on holiday and weekends. “Be happy that you have a job here” as one of my former boss once told me. Benefits have greatly reduced over past ten years. Cigna is very hard deal with.
5. Top Heavy Management: A lot of middle management, VP, Supervisors and Managers but not enough works to do actual work.
6. No Training: Expect no emphasis on training or support from your boss or colleagues. You are on your own as one colleague would tell me. If you are looking to grow or learn; this is not a place for you.
7. False Promises: Promises are never kept once you get hired because of constant changes in upper management.
8. Unstable: Company has no planning mechanism. As a result, when things go bad or recession hits expect a knee jerk reaction - cost cutting to happen almost immediately
9. Lack of Trust: Absence of trust between management and employees.

To summarize, I found out where not work and how not to run a company. If you are recent grad or experienced professional do your proper research before you join this company. This company prides itself for being diverse but treats their employee horribly on daily basis. Look elsewhere as better opportunities may be available and it will be better than place.

Colleagues are good and mostly young and transitional, but the overall culture is conservative and traditional in the HQ @ New Britain. This is the type of place where you sit in your cubicle and talk to no one or people assume you aren't working. 

Typical work week is 8-5:30 for most, but you will need to work more than that to keep up. Company is extremely lean across all corporate divisions so you will be swamped all year round. Analysts to Directors do essentially the same job, but with varying levels of projects managed. There are no administrators thus you will be bogged down with that type of work. This is an unproductive time drain due to most analysis and work being done manually since there is little in the way of IS integration and no BI resources. 

Company has been in cost reduction mode for years and that isn't looking to change so you will be doing everything manually with little to no access to software you would expect at a fortune 500. The company is desperately behind technologically and the executive management doesn't get it. There is a plan to get the company up the speed but it has existed for a decade with little progress made since the top brass won't invest in it. Standard processes you would find in place at other companies of this size aren't and this creates a lot of ambiguity.

The company has grown through M&A activity with no team in place to execute integration properly. 90+ ERP's. 

Pay is typically below average yet workload is above average and the office is high stress. Turn-over is regular with most below director level leaving after 2 years if not before. This isn't an office that particularly values it's employees even when you take on more and exceed targets. You will get a pat on the back. Yay.

There is little trust from executive management thus you will be doing mostly cost reduction with only lip-service paid to soft savings, process improvement, functional transformation ect. 

The positive is that you will gain a lot of experience quickly in multiple categories by default since they can't hold on to employees for long and run a skeleton crew. They tend to recruit outside the company for director level and above positions. 

I would recommend this for a young person with little personal responsibilities and looking to develop or someone making a career switch into procurement. 

Company has a poor holiday schedule with nothing between New Year's and Memorial Day. They think that the stock performance and EPS is the only measure of success, but SBD has rode the same wave as everyone else since 2009.

Overall, I liked working here and it was a good opportunity for development, but long-term it asks for more than it gives with more fruitful opportunities available.

Stanley Black & Decker cares about nothing but their shareholders' profits. 

You are nothing but a number to the company and your value is only worth how many cases you can close or phone calls you can take per day.  When I started, we had pizza fridays and bagel fridays every month, in addition to potluck lunches and other little things here and there.  As time went on, the company slowly took away every single one of them.  CSRs work incredibly hard due to an insane workload that keeps increasing as more people leave and don't get replaced.  After a record-breaking busy quarter  last year where every rep gave 110%, they rewarded us by laying off half of us and outsourcing to Colombia.  With this came an abundance of problems.  The workers in Colombia got away with doing only the easiest work, as well as transferring tough phone calls back to the queue.  This would never be allowed for any US worker and no matter how many times management was told of these problems, nothing was ever done, they continued this behavior until the day I left.  

Raises are dangled in front of employees as a way to increase productivity but never actually given out, this is a company-wide issue.  I was consistently one of the top performers in my field and yet was never spoken to personally about receiving any raises, conveniently they stopped them again due to Covid before anybody actually got one.
Management at Stanley is a mixed bag, some supervisors do care about the people under them and others do not.  Managers were often hands off and then at random times they would try to micromanage everything, not letting you develop your own processes for doing your work.

Personally, for reasons that I don't understand, I was singled out by the supervisor for some time, having him down my throat for every little thing and making sure I follow every single rule to a T while I looked around and saw almost everyone else getting away with whatever they wanted to.  Several people were 10-15 minutes late regularly but if I was just a minute late, I would get points taken towards my PTO.  It was so bad at one point that multiple coworkers came to me and said I should go to HR, it was that blatant and nobody had any idea why I was being treated worse than the other employees.
All in all, working here was the absolute worst professional experience I have ever had in my life.  I would not recommend it to anybody that values their mental health, physical health (I gained 30 lbs quickly after working here and am finally now losing it back off) or anybody that wants to work somewhere where they are treated like a person with respect.  This place took me to the worst of both my mental and physical health and I am truly grateful I got out of that awful place to a better company and no longer am suffering here.  

This office has two divisions within it - GEM - Global Emerging Markets and LAG - Latin America Group; if you're lucky enough to work in GEM, you are at executive-level and above, thus, you are set... Where the bulk of the action happens is LAG. If you are in GEM, though, it would be wise to follow some of the principles shown below, as some people in LAG have to support people in GEM. 

This office does not follow the order of the merge, in LAG, Black and Decker people overruled Stanley Legacy, so even though there are Stanley Legacy people walking around, B&D rules this place with an iron fist. This office runs Latin America ops and is composed of two distribution centers or DCs as they call them, the main DC and their office location used to be the Stanley Legacy DC, the other DC which is a short walk away is Black & Decker. 

This office is overrun with attitudes from management, presentations are filled with graphs no one cares about, the longer they've been here (save a few exceptions), the worse the attitude. DO watch out for psychopathic HR locally. DO fly under her radar screen as much as possible, and trust me, she is watching you! At all times, keep your guard up! 

There is NO stability to be had here. Management always changes their mind about a strategy. Lots of fires to put out on a daily basis, here today, gone tomorrow without a PIP (performance improvement plan put in place by corporate to put a stop to on-the-spot firings), direction comes from Corporate but somehow it doesn't get followed in Miramar. DO Document, Document and Document... In writing. Do take notes in meetings, because what you don't write down will bite you in the rear-end! People come and go ALL the time, there is always somebody new here. 

Employee engagement committee is composed of HR doing lunches and presentations about pointless garbage no one cares about. DO attend, lunch is free.Breakfast is free on Fridays, fridge has all the diet coke you can drink and all the coffee you can drink as well is free. 

Spanish is the main language spoken in this office, it is very strange - Documents and presentations are in English, but meetings are conducted in Spanish. IF you don't speak Spanish, you won't be hired, Period! Unless you're VERY good at your job! 

The last week of the month will make you pull your brain out your nose with a coat hanger, as the salespeople make up for lost time during the first three weeks of the month when you sit and do nothing. Your coworkers are subzero cool if they haven't been infected by the attitude disease and will help you maintain your calm while you network and look for another job.

They talk a good game, but don't really realize the reputation they are getting. They are making money, so they don't care.

I worked in an office with several new people, none of which had training.  The very poor, newly promoted (because they had no one else) supervisor showed up late to work daily.  In a period of 6 months called in to work repeatedly and didn't want to be available to answer questions.  The department manager apologized for that type of behavior, yet felt threatened when things weren't being handled properly and it was addressed.  He apologized over and over - gave me a good review and a week later, as I suspected due to his harassing behavior, found myself sitting in a meeting with HR.  I recorded every conversation I had with my superior, because behind closed doors, he kept telling me how great I was doing, only to say something different when I was not around.  He consistently belittled the HR department, and also several members of the staff, and continued to harass me in my time left with the company.  I went to work and spent longer hours than anyone in my department (because I was being treated differently and the other employees in the office agreed.  Two employees even said they had the same problems with RM).  I went to work sick to my stomach daily.  He thought that the worse he treated me, the sooner I would quit.  He obviously didn't know me or my work ethic very well.  I was constantly being given more work than anyone person could handle and do well, and then pulled away from my desk several times a week for him to ensure I wouldn't be able to complete the tasks that were assigned.  It's unfortunate that someone in a position like this, who talked poorly about his own manager  - isn't being dealt with.  He was good at his job, although he was very poor dealing with people and also managing the department.  I am so happy that he was so awful, as I am in a position now, paying more, and receiving bonuses for the job I promised to do well for Stanley.  I am appreciated by people who respect their staff.  Stanley had several employees who talked about how poorly they were treated in Purchasing and also Accounting.  Hopefully HR is able to get it together and get rid of people who cause more expensive problems like this one.  Throwing cash away - not putting delinquent accounts on hold when necessary - etc.  Additionally, it was difficult to for the staff to be stuck in the manager's small office for meetings, as his halitosis permeated the air, making it hard to want to breathe.

The immediate supervisor was kind and always had an opened door.  The trainer supervisor was very friendly, thorough and patient to review anything you didn't understand about tools.  The junior supervisor was hyper, and concerned if you got out of your seat to ask a question about a tool, and seemed annoyed if you even asked questions. Little training on the ERP system. We sat in cubicles with high walls, was told not to leave unless bathroom or breaks.  They scheduled our breaks and lunch so you only overlapped with another employee by 10 minutes, so you were pretty much isolated from others. Was hired on the 9:30-6:00 shift and was told all new employees start on this shift, but could move when an earlier shift became available, but that was not true. I always made myself available, to stay later, to help with people still on hold in the ques, when others wouldn't and I think that was why they never let met move off that shift. No windows, dirty and depressing environment. To the company and upper management you were just a number. They only wanted to see your KPI's.  The manager came to the department 3 times while I was there and never once greeted me or acknowledged me or other co-workers. The company offered programs you could participate in, if you were at the main plant, which we were not, but were constantly sent emails about all the fun things we were missing out on. Once in customer service, it was hard to promote yourself to anywhere else.  Employees that were there for many years said they had tried also, but never were able to get out, hence the high turnover of people leaving the company. There were people in the department extremely overweight but could not attend group meetings because they had chairs with arms in the conference room, they couldn't fit in the chairs, and no accommodations.  Very embarrassing to many of us. Very little time off, and was not easy to schedule off for vacation. Immediate management tried to motivate by sponsoring national chip day, or pizza day, etc. but everything was unhealthy. Starting salary was very low with small annual raises, everyone usual received the same percentage of raise, no matter your performance. Upper management overpaid.

I was proud to work here until I realized how management was driven  by numbers vs. people and their development. When it comes down to it, regardless of how many training courses, diversity and inclusion initiatives, or added benefits they promote, (most remote workers in the field, commercial side, pretty much anyone outside of Corporate or GTS Headquarters do not get these benefits), SBD has an incredibly superficial way of pretending that they care about their employees.

From a business standpoint, I understand that financial success and stability is necessary, however, I also understand that employees are what make a company successful, and if treated unfairly and undervalued, they will not be motivated or dedicated to helping the company achieve their goals. 

SBD strings along applicants who are accepted for a job, and go through the entire interview process, just to tell them that they aren't sure when they can start (over half a year later), because there is a hiring freeze that is not acknowledged as an actual hiring freeze. They interview applicants for jobs that are posted, but somewhere along the line were not given financial approval and are no longer available. Managers keep their employees in a gray area where their daily responsibilities are negatively impacted, because no one is able to make appropriate business decisions or given the authority to do so.

I could provide countless examples about SBD's lack of structure, concern for employee's development, misleading reasons for letting go of employees, inability to get up to speed from a technological administrative standpoint, etc. 

What is truly unfortunate is that I have met some of the best people there. They were hard working, incredibly motivated, and pushed each other on the team to outperform and challenge themselves on a daily basis. Those few people made everything else bearable while at work, but don't expect them to be true friends outside of work.

Pay and benefits were the only two things tolerable when it came to this job. Was mandated 7 days a week for months at a time. Supervisor was completely incompetent and no clue how to run and of the machines on the entire production floor(I was in the tapping department). Supervisor never worked 40 hours in the entire 3 1/2 years i was there. The handbook said you were allowed 7 points; on the 8th point, you were terminated. But, at 5 points you were put on attendance probation for 90 days in which if you were late or called off, you were terminated. If you were put on attendance probation twice in one year, you were terminated. It took one year and one day for 1 point to fall off and everyone in the entire plant was held at the same attendance standard. So if one person had every single weekend off, they followed the same standard as the person who was forced to work every weekend for 6 months straight (which I had done at least 3 times). I had to quit this job because it was wearing on me mentally so much that the last year I was there, I needed to take huge doses of antidepressants to deal with being forced to work every single day. I contemplated suicide every single moment I was there in the last year. I missed 3 1/2 years of spending any kind of time with my family, I missed 3 1/2 years of being able to watch my daughter grow up and become the young woman she now is. Most of the time it wasn't just an eight hour shift, it was 10 to 12 hours everyday...I worked anywhere for 84 to well over 100 hours every single week. I was paid accordingly, and paid well for the hours I was in that building. But after going six months without a day off, going six months of being in that same building 10-12 hours every single day, and six months of being forced to be in that building under the threat of being terminated (and those six month stretches were mandated)....I would never recommend or wish that freaking  job on anyone, not even my worst enemy.

There is a serious lack of good, if any management, and no leadership to speak of. 
While external factors are creating headwinds that factor into the bottom line, this has been used a crutch by those that need an excuse not to continue development. Expenditures on projects get buried and performance reports are misleading.The majority of executives are based in Maryland or elsewhere and are so out of touch with their teams that they can not possibly have any idea of what is really going on. They cannot really know who they have working for them or what their team capabilities are. The information they do receive is undoubtedly so distorted by the messenger (who is very often only interested in his own agenda) that they cannot make appropriate decisions.
Some instances of lazy executives who have clearly demonstrated that they are incapable of doing their job given the lack of progress and development during their time here, still remain employed despite the need for cutbacks.Its not what you know, its who you know.
The environment in this office is so political that getting the job done is of  least importance. Getting it done right is even less important. If you know how to take shortcuts -even better.
The office and equipment is not suitable for the work that needs to be done and does not encourage innovation. The culture/environment is toxic and unsupportive and discourages innovation even more so. Promotions are without a doubt based on who you know, not what your performance has demonstrated. 
The union style environment/culture that has taken over, discourages teamwork, and cronyism and favoritism prevail ensuring that relevant information is selectively shared. Employees are not treated equally here despite what is advertised.
If you want to develop professionally do it elsewhere.

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