assembly operator

maintenance mechanic

solderer

senior manufacturing engineer

manufacturing engineer

TE Connectivity

TE Review
Worked for this company for a few years.  Do your research before working for this company.  Over the last 5 years they have laid of workers every year.  Good, intelligent people with 20+, or 30+ years, were given their walking papers, as well as some with much less years of service . This has not just been going on for the last 5 years either.  I spoke to people who won't apply for a job at TE,  because they know they are constantly laying off workers. You truly are just a number when you work for this company . I knew a guy who received an impact bonus signed by the top divisional manager, and a promotion in the same year only to be laid off 3 months later.  

They also use creative techniques to get around the work laws.  There have been people laid off on a Friday with the rest of their group, and then a "younger" guy, or two (read that as under 50) were brought back into the company the following Monday.  Sure, there are a couple who are in the right place at the right time, and can make it to retirement, but you roll the dice as time goes by.  Older workers cost money to insure and pay.  If you are young this company can be a good spring board to better places to work, but I would not sign up with this company looking for a long term career.

I met a lot of good people working there, and still have good relationships with them. Management is a bit shaky from the top all the way down. For example, management decided to pump millions of dollars into the Whisper products only to find it was very difficult to manufacture, and very expensive to make.  Customers didn't need to pay the high cost when competitors had products for today's market that were good enough, and much cheaper.  They also tipped their hand to the competition trying to release it to the market so the competition now all know what to shoot for, and have plenty of time to design a better product.  Their big money maker will probably end up with lower margins when they do finally find someone willing to buy it because of this, coupled with the cost to make it.  The point is the little guys were the ones who suffered for this management blunder. Thee company needed to make the numbers look good even though the cash cow wasn't paying off so jobs were lost.  Now they are trying to push hiring more women.  A brilliant move in that they can pay them less!

Culture, and work environment are good.  They remodeled all the buildings in Middletown over the last couple of years to "trick" perspective employees into thinking it is a great company.  It looks pretty, but don't base your decision to work there, or any place else for that matter on how it looks.

Many of the challenges at this workplace seem to stem from leadership approach and workplace culture. Employees are often told that their voices matter, but in my experience concerns raised to management do not always result in visible follow-up or meaningful change. This can include issues related to workplace conflict, perceived unfair treatment, or interpersonal problems between employees.

Compensation is another common concern. Pay often feels out of step with the cost of living in the surrounding area, and discussions about compensation can feel uncomfortable to raise. At one point, employees posted information about the local living wage on a community bulletin board. Shortly afterward the bulletin board was removed, which many employees interpreted as discouraging open conversations about pay and cost of living.

Accountability can sometimes feel inconsistent. When problems occur, it may not always be clear how decisions are evaluated or who is ultimately responsible for them. Some employees feel that responsibility can shift toward those closest to the situation rather than toward broader decision-making processes.

The workplace culture can also feel somewhat cliquish at times. Some employees feel that favoritism may influence how people are supported or recognized. Those who are not part of certain social circles can sometimes feel overlooked or hesitant to raise concerns.

Internal advancement can also be slow. Employees may apply for positions they feel qualified for and then wait extended periods of time for updates or decisions. This can lead to frustration and the feeling that experienced workers remain in their current roles longer than they expected.

Turnover appears to reflect some of these ongoing concerns. Over time, a number of capable employees choose to leave after deciding their concerns are unlikely to lead to meaningful change.

The workplace has potential, but improvement would likely require leadership to address compensation, accountability, and workplace culture in a more transparent and consistent way.

The most difficult part is that many of these concerns have been discussed among employees for quite some time. They are not necessarily new issues. Until leadership finds ways to listen more closely to the people doing the day-to-day work, morale may continue to struggle and turnover may remain high.


The first thing that stood out to me when I came to TE connectivity was that there was hardly no diversity in management. The thing about TE Connectivity is that the company has gotten to complex for its own good, and should go back to the basics. They make everything so complicated for no apparent reason, that is non value added. Multiple management changes has us doing the same projects and task over and over again due to new management turnover trying to understand whats going on, after we already told them what is going on, and treat you as if you don't have any credentials or no experience. When diversity was pushed, favoritism was involved, resulting in lack of skill leadership.

I got laid off from TE Connectivity for things I can’t control like age, diversity, and dumb decisions other higher up managers/execs/vip made. Not only was I the youngest supervisor at the location, I was youngest minority supervisor ever at that location. I also had the most education and credentials out of every other supervisor of both Greensboro locations. I didn't even have the least management experience out of the other supervisors, and some how yet I get chose to get laid off. My shift was not the worst, which no data was available to prove that, and I knew how to develop my workforce.

Management style is too reactive, and makes to many indecisive decisions. It seems like everyday was something new, and we couldn't stick to any plan to simply manage. Too much sucking up going on, instead of showing ethics, integrity, and respect. I understand accountability but I don't understand throwing people under the bus.

I knew my time would not be long with the company after the senior supervisor got laid off first, and just how the way they laid him off. No warning no nothing. Just walk in, get tap on the shoulder to walk in boss office, speak 5 minutes and then boom you laid off. After that I just couldn't see myself working for a company that would treat me like that after many years of service. You have to be at the right place, at the right time, to survive employment at this this company, but you roll the dice and take a gamble as time goes by.

When I started at TE it was a pretty great place. Yeah, there were some minor issues but the job satisfaction, team and compensation where really great. New management (I can hardly even bring myself to call them management) has literally decimated the place and run it nose first into the ground. One management mistake after another has led to horrible quality control, lazy incompetent workers and even more incompetent management. I'm all for giving jobs to those who are qualified, care about their jobs and try to get along with their co workers regardless of background or ethnicity however TE Connectivity has put diversity, those who schmooze and the price of their stock above all else, refusing to remove incompetent workers and management which has lead to increasingly poor plant performance which they then blame on all the employees including those who try their best. Bonuses and raised aren't not based on individual performance so there is no incentive to improve which only makes the good workers want to slack more. 

You won't get anywhere in this company based on your efforts, skills or dedication but rather based on how you suck up the the management. Being 'diverse' will apparently put you at the head of the line as well more often then not. Employees who work are expected to keep a feverish pace and do the jobs of the lazy good for nothing employees who will get the same raises and bonuses regardless of lack of effort. With a few exceptions all the extremely talented individuals I once had the pleasure of working with have either retired early or quit due to the sheer insanity that is TE Greensboro. I could not in good conscience recommend this company to anyone. I started out as one of the best companies I ever worked for and in the end turned out to be the worst. The vast majority of long term employees I've spoken with feel exactly the same way.

New people were put in managerial positions when they had no idea how the department was even run.

No matter how hard you worked it was never enough, rarely heard positive feedback for your hard work. 

Training is done by people that are there only a few weeks if even that long.

Promised no OT once the extra shifts were staffed, still going strong on the OT.

Passive aggressive behaviors and insults to a person's character and intelligence.

Some of the employees made the work place enjoyable, others thought it was a live in person soap opera.

Hardest part of the job is people not being  trained uniformly/properly and that causes issues with quality.

Majority of the people in there are wonderful people and they made each work day tolerable.

During the beginning stages of the pandemic, OT was  in full force...people were tired. The company gave employees 1 paid quarantine per calendar year, if you had to quarantine after that, you weren't allowed in the bldg. before the 10 days were up, if you did not have the time to cover, then they decided to start using the attendance policy against you and thus points started.. Not allowed to come to work but punished in a sense for staying home doing the "right thing" That creates an environment of people afraid to have to face quarantine and missing time and coming in sick.. People were afraid to be sent home with no time to cover because that was used against you.

At one time this was a fairly decent place to be an employee but with management changes and HR shuffles it was made clear that you were on your own, there was no fair anything.

Worked in various engineering roles. 
Like all companies, the cultural atmosphere (especially in production) is the dominant force to reckon with.  Some team members, that have been there the longest, are typically counter-productive. They do not want to change and are only superficially engaged. It becomes a huge problem if they are the ones in positions where "change-agents" are required to embrace technological advances or new methods that will improve performance. This type of issue happens everywhere. Department managers, overall, are not typically subject matter experts but do have a high level of knowledge.

Overall, an excellent company to work for and there are opportunities to advance. Be aware that the production footprint within the US continues to shrink as equipment and jobs have been consistently transitioning for years outside our borders. This is consistent with industry wide trends but is noteworthy.  This results in periodic work force layoffs especially during high margin compression fiscal quarters. It happens, but don't take it personal. It's all about the bottom line. Top level executive accountants run the numbers and guide overall financial decisions. Perhaps, they don't always have "all the data"? Systemic system reporting issues (various expense buckets/COPQ) can make it difficult to track all associated cost when transferring manufacturing across the border.  All you can do is work hard and diligently and continue developing marketable skills to be a top performer. 


The Management is newer and did not understand system, and refused to listen to the workers with experience. They claim to listen to employees to empower them to make their own decisions, but do not follow through. They have made little attempt to learn the processes on the manufacturing floor, or listen to the employees the the experience and knowledge. 

This location has a lot of temporary employees, however, temporary employees do not show up half the time, and expect the product to continue to push the full time employees to get the same results, without realiable production support.

They claim to have work/home life balance, but more times than not the workers are on Mandatory OT. 

The Management claims to be Ethical, but they will will be the first to throw you under a bus, or make it appear you aren’t working to your ability, or their standards. Management  really doesn’t pay attention to what you do in a day, rarely come out on the manufacturing floor,  to see what is going on. Their goals are unrealistic, and rarely obtainable, when their focus changes weekly.

The Upper Management rarely comes to this location, and reviews results from Harrisburg.  The need to pay attention to the constant turnover, should be recognized as a problem with the Management. 

The Human Resource is unreliable, doesn’t get back to you on requests, and is hardly available, and is not trustworthy.  Appear to only work for Management, and not the employees.

The only good thing about working here is the working people, they are willing to train, and help you in anyway they can.  They know that the Management does not train anyone till they retire, or are let go, so they are helpful in trying to get you where you need to be in order to get the job done.

TE does "innovation" very well.  The real issue is, they don't do the basics well anymore.  Lots of tenured employees cause a lack of basic training.  They actually let go of their training staff back in 2008, and it has impacted them ever since.  Instead they are more interested in the next best thing.  Morale is low due to a lack of leadership that encompasses humility or an attempt to value employee development.  Instead, they look only for those that can be promoted within 2 years, thus ignoring the larger population of their base staff that may want to stay in a role a little longer to perfect their expertise.  2 years doesn't create expertise, just enough to get by. If you don't want to move, you are not considered a high potential.  
If you don't mind these things, then this is a good place to work.  They do have people that care and try to do the right thing.  I did learn several things while there, but also became frustrated by the lack of communication from both inside the business unit I worked and corporate.  Many projects requested of me never amounted to anything, which left me feeling I wasted a lot of time.  Simple steps to address accountability were ignored.  They will have difficultly in about 5 years with finding qualified employees as those with tribal knowledge begin retiring and newer employees with less than 5 years decide to go elsewhere.  
It has the bones to be a great place to work, but the systemic issues are too big for any one person to turn around.

TE is a huge corporation with many of the same problems as other huge global corporations. We used to design differentiated products that our customers were willing to pay a premium for. We become more of an accountant-driven commodity company everyday. Re-orgs and layoffs are luckily not as common as they used to be, but mostly because there aren’t enough people left to trim and still keep work moving, at least in the US. This doesn’t include management, which still has plenty of fat of course.

As a development engineer, expect unrealistic timelines driven by product managers who do little beyond send emails, schedule redundant meetings, and ask your boss to somehow speed up your work when the entire team is already tasked at 130% utilization. The response is typically to farm out engineering work to our sizable engineering group in India, regardless of whether they are capable of the task and ignoring the time it will take for you to get them up to speed and later find their guaranteed mistakes. Don’t worry too much: the dates always just get moved out with a harumph when the deliverables are late. 

When you’re left alone to do your job, the work can be surprisingly engaging for products that from the outside seem so mundane. There are a lot of really friendly people and the equipment and facilities at your disposal are good. Lots of different business units means you can always move around internally if desired. 

It is all a matter of priorities. I like money, so I will stick around until they outsource me. 

This is by far the worst management I have ever seen in a factory, it is unbelievable they are still in business. If they don't like the way you look or dress, or just don't generally want to be your friend guess what.. you won't get hired or promoted no matter how hard you work. This place never hires or promotes based on work performance, so even if you're a great worker who's trained several hired in employees if you're not in the cool kids club you're doomed. I currently work here and I could list off at least 5 instances where managers of this place have broken company policies within the last month (including making floor workers who are not certified fill out 200% inspection reports claiming parts have been double inspected as required by the customers... but they haven't been, then put the fake inspection papers with their parts). It wouldn't be a bad place to work with proper management, the work isn't that bad. Management here destroys this factory and makes it more stressful than you can believe. Half the problem with their production is the fact that supervisors continuously hire in bad workers that don't care about the company, leaving all of the good workers trying to pick up the slack constantly. If I was managing this factory the first thing I would do is fire every supervisor that works in it, they're all totally unethical and sorry excuses for managers. I wish I didn't have to give a bad review to the company I work for, as I hope they would do well and I could retire nicely.. but this company is toxic. Avoid it if you can because it is a complete and total joke.

Top Job Titles	Average Salary
Assembly operator 439 salaries reported	$23.32 per hour
Maintenance mechanic 59 salaries reported	$74,881 per year
Solderer 11 salaries reported	$21.34 per hour
Senior manufacturing engineer 16 salaries reported	$111,272 per year
Manufacturing engineer 17 salaries reported	$132,844 per year

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