assembler

production worker

senior analyst

senior engineer

engineer

Whirlpool Corporation

I worked for many years with this company and I am owed a chance to provide a true review. I have heard some pretty crazy things of past employees and the cliches, but I never experienced it until my last year and a half with this company. I was put under a new care advisor (leader)  to begin with and some personal things come up in my life at the same exact time. I also have a young child and juggling child care and personal matters, I was truly doing the best I could. After many years of dedication, I was never anything other than a number and I felt that. Overnight, I went from a perfect attendance and high ranking agent who loved her job to I can't stand to go another day and be put through the ringer. We went from handling elite and high spending customers to treating them the same as the low spending customers, so no other treatment was valid, and you will also help with the mass brands, even though you already did your time and moved out of that department and we're probably the only department that never moved forward or with better pay as with the other departments. Extreme micromanagement that was originally emphasized to be a great quality from this leader was shown and you are not able to exemplify your qualities as an agent that has devoted years of service for.  I went from 5 +years or so of perfect attendance and great scores/qualities to a year and half of pure torture and not once was my work history or ethic looked into or taken into consideration.Therenwas always an excuse as to why you can't go to a different department, work from home, etc. and was never because you are a great employee and we appreciate you. The day that you are recognized, was once like an all day event and you were treated to lunch and outdoor activities and time off the phone to 2 hours of talking to your team members, "my my my" such a shame.  I was not a part of the typical "I'm here to love my boss" click andfriends outside of work and was never going to be, in fact there were some questionable outside of work talk and office talk of other leaders characters and I felt obligated to stay out of that, so I was ultimately ousted. The new system will often log you out unexpectedly & any help that you provide or that unmasks over expenditure of the company, you are told is not important and you are stiffled, you are a number, ai assure you. When all along,  you are the one giving more!! You get repramanded because of missed time and it happens and sometimes it happens several times a day, but be prepared to have every second of missed time broke down into milliseconds, and must be accounted for or else you eat that and get missed time and then you cannot enter a segment of missed time due to let's say an update, without having to get it approved by leadership. That process is time consuming and takes up a large part of your time and THEN to cover the missed time with a segment, you are expected and told to do it on breaks and lunches (your time???).Their new system was implemented in October of 2025 and going back and forth between systems (is necessary, right now depending on the tasks) and missed time happens often,and a majority of the time that you are getting the missed time for is not because you were not there or working,  but because the system would often log you out while you are working and you are repramanded for that with write ups and verbals. It is sit down and do your job plus you are nagged over the time it takes you to do any thing or just for eveything, and that is ALL day!! Initially, I was trained to handle inquiries in whatever way and we taylored to the customers needs and time was not an issue or there was no urgency to hang up and answer another call, until recently. Now, you are urged to help and drop that call as quickly as possible. Then you are asked to do more than your share of work in a specialty area or you are no longer able to follow up with customers needing assistance at a later time. We also help with our own connected appliances, so you do the load AND leg (but not leg work) just pretty much all of the grunt work, while newer agents to the group are given little tasks and easy work loads (may be off the phone or answering emails), because your advisor wants to dote on certain employees or secretly give them little tasks,because they are friends and favor them and they are better than you! You have sick time, but are now told how to use it.You are told that your care advisor really cares about you and they would do whatever to help you, but they really just help you (almost a 8 year agent) out the door. That's all

Overall I did not mind working at Whirlpool. I absolutely enjoyed the work and was fine with the physical labor that went with it. I'm fairly fit and try to stay as healthy as possible. If I want to give an honest reason why I'm giving such a low review I will be truthful. When I first started I knew it'd be a physical toll and I had to either get used to it or it wouldn't work. My back ached and my hands felt like I was a 100 old man with severe arthritis and etc. I didn't try to complain about the pain because I knew it's something that came with the job and it was something I had to get used to. Only times I mentioned it were if I felt I was slowing down and needed some assistance. I was a little alarmed when I was flat out told. "Either it gets better or it's just not going to work." I was told either I get better or I'll be fired. I wasn't a bad working and I was trying to find ways to make the pain manageable so I could do the best of my abilities. It was confusing to me that a job would throw out a hard worker without any negotiation or compensation for at least trying to do my best in spite of my physical pain.

Whirlpool is all about quality and I don't knock them for that. This point ties with the subject of my pace and my soreness. Of course if someone is in pain the pace will be slower. I understood I needed to perform at a certain pace to meet requirement. I was only a month new and I for sure felt the soreness. Again I tried to explain this "I'm sorry for my slowness and I'm trying my best to keep at a pace that satisfies your needs. I'm also trying to look out for any defects. My big priority is quality which is important." Sadly either one I tried to defend it wasn't good enough. I needed to speed up to catch up but hardly gave me anytime to focus on problems. I speed up it was harder to catch a break and let my soreness relax. I understand at some level complaining can get annoying when it comes to jobs and I understood that at the time. I found in unfair to be told to focus on quality then when done so be told I needed to speed up.

Whirlpool was a great company to work for but could use better decision when it comes to leadership roles and who's in charge of what. I'm not tooting my horn or saying I'm better than who was my upper but the way I was treated in my *opinion* wasn't fair.

If I'm to be absolutely honest again this review is a bit on the rant side and I'm just going through the grief that I did not meet the standards of Whirlpools needs. But I hope at least some of my points don't fall on deaf ears and someone humors me in what I said. Like I said i enjoyed whirlpool and it taught me a few things along the way. I have the feeling I won't be with whirlpool again only until a big change happens within or I see I'm needed to go back.

Bottom line, this is a call center job like any other. It is very stressful: customers complain on every call. You will get yelled at by customers and you will get cussed out. The turnover rate is extremely high. Management tries to act like everyone there is a family and that you can assert yourself on calls. This is just not true, they will put business needs above the employee every time. Policies change daily and sometimes they don’t tell you, or sometimes management doesn’t even know which policy has been changed. If you try taking off at certain times of the year, forget about it because everyone else will take off and there will be no open spots and then many people will call out leaving the rest of the team burdened by more calls. Calls are back to back every day, with only 15 seconds in between. There were times when I was taking 40+ calls a day. If you use personal time to catch your breath in between calls, you will get a verbal warning and if you continue, you will get a written warning and be reported to hr for a correctional plan. Supervisors are only helpful in certain situations if it is of benefit to them, in other instances they will not back you up and merely tell you to contact HR. HR is equally as unhelpful and once had an HR rep disconnect from me when I was IMing them. Even if you want to help the customer, it is very difficult because even though they say you can assert yourself on the call, you can really only do what is written in policy. You can’t offer the customer anything that is not in the policy and now the policy is written in such a way that you can’t contact a supervisor to try and intercede for the customer to help them. Many of the good people have quit because the company would rather stick to the same way they have done things and let people walk away instead of making improvements to retain their people. That is part of why turnover is so high. You have time limits on calls, time limits for holds, time limits for time in between calls and an average speed of answer which is never met because the times are almost impossible. It’s a tough position as every second of your day is micro managed. The thing is is that because whirlpool makes a lot of money they see no need to change their ways and will just hire new people to replace the old continously. The call center has won some awards, but I am not sure how that is judged as there are many call centers that are better to work for and possibly it is just that Samsung and LG are worse in the appliance award segment.

Due to current circumstances, I have to resubmit my review. I will keep the below review but I need to add another bit to the beginning here.

I changed my overall rating to a one and moved job security to the cons. I was only at Whirlpool for 10 months and they eliminated my position. The job security went from being a positive aspect of the position to a con. There was no offer of moving me to another position either, which furthers my view on negative job security.

A typical day involves emails, daily/weekly tasks, and routine work. However, in my short time here, some concerns have arisen. One major issue is the removal of two key benefits—flexible workweeks and work-from-home Fridays—following an unclear “analysis” that claimed increased productivity, despite no one working in the office on Fridays to justify the findings.

The employee review process is another concern. Starting mid-year, I was required to participate in the annual review, where I was unfairly compared to two forecast analysts with 2–5 years of experience, even though my role as an analyst is distinct from theirs. Reviews are weighted by "who sets the bar," impacting bonuses, and it feels inequitable given my limited time in the role.

My manager is supportive and available, but expectations can sometimes feel out of reach, especially given the steep learning curve and lack of clarity in what's needed. A significant issue is the lack of training and support within the company. For example, only one person was capable of training me, but their month-long sabbatical created a learning gap. On the buyer side, poor training results in repeated mistakes, leaving me to fix issues despite my limited tenure. This lack of preparation is frustrating.

Overall, the company isn’t bad but struggles with transparency, training, and clear communication. Promised opportunities for advancement and claims of employee care often feel vague or misleading. Transparency and honesty would go a long way in addressing these gaps.

I currently work there and it's okay. Pay and benefits are the best I've ever seen don't get me wrong, however the down side is my coworkers and my direct management. It's horrible socially. My group leader has their favorites and if you aren't one good luck actually getting anywhere. I don't know how many time in the short time that I've been there regardless of what I am asking for, I get an eye roll and a half heart yeah, and nothing gets done until one of the favorites say something. 97% of my direct coworkers are 2 faced gossips and since I didn't immediately join in on it upon hire, I am watched closely and regularly am a topic of conversation. Almost everyone I directly work with act like it's a high-school during lunch. Yeah the job gets done, but after that it's nothing but gossip and rumor spreading. My group lead and their boss regularly join in on it. I've witness my group lead complain to one associate about another associate. It is very disheartening to witness. Speaking up only creates a bigger target than I already have. The plant supervisor is a yes person and I feel as if I am unable to go to them about my concerns because nothing will get done and I will face retaliation. Going straight to HR is difficult because it's a he said she said situation as the "in group" has everyone's back and again I will face retaliation. So nothing is going to change. I love everything about Whirlpool but my coworkers. In the time that I have been there my group lead and I have barely had an actual conversation and when we did they twisted my question in order to be able to answer me in a very condescending way. I have gone weeks without actually exchanging any words with my group lead and that is not okay. Of my training class of approximately 20 people I have only seen 1 other person who is still there. 2 people out of a training class of 20 are still there after 6m+. In all there is way too much to put into this review. The job itself isn't bad, can be fast pasted and physical demanding depending on where you are. The worst part about it is the people. 

This is a very good place to work.  There's a decent amount of opportunity to learn during, and advance in, your career as Whirlpool. The majority of leaders are genuine and caring, with only a small percentage who are not.  This is a great place to really learn how to lead yourself as well as others and anyone I've talked to that worked at Whirlpool, and then went to another company quickly shares how well they are prepared to work at their new company and how further ahead they are than others.

There is a strong push for the servant leadership model and most are embracing that, but those that don't are not being removed from leadership, negatively impacting this great culture change.

However, there seems to be more of a consultant strategy in the current Whirlpool leadership which leads to aggressive cost cutting, including to headcount, when there is a concern on the horizon.  For example, a significant layoff happened during COVID (10-25% depending on the function) summer of 2020, yet Whirlpool ended up having a "record year" in 2020.  Another example of the consultant strategy coming through is that while we have extremely smart, capable and innovative employees, we too quickly do not trust them to solve new problems or close gaps but quickly turn to third parties before finding internal solutions.  This stymies Whirlpool’s ability to really develop and drive strong internal innovation in for the future.

Finally, it appears as you become older than 50-55 you will have a target on your back and are significantly more likely to be let go in a layoff.  This certainly drives our experienced leaders and innovators to look elsewhere, hurting Whirlpool and makes me more likely to leave Whirlpool when I approach this age if things don't change.

All in all a great place for your early and middle career, but if things don’t change, maybe not a great place from which to retire.

A typical day in my role as a HR Business Partner includes supporting the IT leadership team in achieving their objectives from a people perspective. This entails delivering results in the following areas: talent management, performance management, team effectiveness, organizational effectiveness, talent assessment, talent development, change management, education and training, program management to the IT leadership development program geared toward early career talent, etc. What I have learned the most in this role is how important it is to align IT (a support function) to the business/value chain to drive greater results. The more aligned we are with the business in our operating model and org structure, the better we can provide value to the broader organization. I've also learned that having the right talent in the right role is vital to the health of the organization and us being able to accomplish our goals. This means, I have to make tough calls at times but it is for the right reasons.
The most enjoyable experience I've had at Whirlpool is leading the African American Network. I am very passionate about making a difference in this space. The role itself has allowed me to grow and develop in strategy, leadership, managing a team, executive presence and communications, vision, etc. In addition, I am accountable for leading a team of 10 executive board members, managing a budget, delivering services to the community, creating professional development workshops and engaging the African American community through social networking and cultural events.

Hiring process is dysfunctional, especially for contract worker temporary positions. You are put through a grueling 3 hour interview with 3 teams of 2 people each. Interview is a targeted selection type geared more towards management of people, rather than what your skills are and how your skills could benefit the company. The process unnecessarily eats up a lot of time and money on the companies part to just hire workers who are temporary, when all they need do should be a simple process of contacting an employment agency, phone interview and selection. The purpose of this system is to alleviate costs, but the process does anything but. Huge waste of time, people resources and loss of productivity.Defeats why they downsized HR and went to this type of system.-- cost.

They prefer you have a BS degree.
Even though they may specify a lower degree as minimum, they really want a specialized BS degree. Pay attention to detail in the postings. The "preferred" is what they are really looking for. The minimums are posted because it is required to.

PMP review system is dysfunctional.
I've heard many frustrations from permanent workers about this. There is always one top guy, one bottom guy and everybody else in between. somebody always get thrown under the bus.

Frequent lay offs if you are a contract worker. I've worked there 6 years as a contract temp worker and have been laid off twice. Also tried numerous times to get permanent hire, with no success. Extremely competitive and BS degree is a must have now. Anything less than that, forget it. You are wasting your time. Temp agencies may tell you that you could get hired on in 6 months, but pay attention to detail. I was there 6 years and tried with no success. If you want to work for this company, don't use the temp agencies, apply direct on their career page.

I was a ranger which means I got to work all the positions in a particular section. My section was fabrication. But first I should say that the 3 day training period is actually a test of its own. The people that pick up the education the quickest are also the ones that get called back the soonest. 

The actual safety of the facility was severely lacking. One day while working next to the forge the line kept getting slowed down by other workers before the over containment units were placed in the center of the aisle which is protocol. However what is not protocol is that the line which is a revolving chain with other oven cavities got snagged and started dropping oven cavities. My safety was in danger and yet I still had to work around it. There are too many forklift drivers kept on one shift which also endangers the safety of the employees.

The hours are very long and stressful and some of the people I talked to had not gotten a break in three months. The reason is because whirlpool designed their building poorly and could not accommodate the amount of orders they were expected to fill. So now the line will be backed up all the way until next year. The only people that suffer for this are the employees who are expected to work mandatory overtime every other friday and the non mandatory overtime they are forced to work otherwise they will be looked down upon and possibly fired. 

Most of the employees do not last longer than a year. The quality of life and safety of the employees on site is always in danger. I have heard many stories of employees dying and people waiting until the end of shift to call anyone to people defecating on themselves and being forced to work through the shift in it. This is one of the worst companies in the tulsa area. 

Also You can get fired for anything and everything at this site. The company has no loyalty whatsoever to its employees.

There were good things about working for the company itself, but the issues at the site outweighed the benefits. The shifts were 10 hours and the breaks were very short. The pay was good, the benefits were decent, but the environment was unhealthy.

The work varied by department, with production being fast-paced and challenging and receiving being more laidback. However, there was constant workplace drama and negativity from both operators and leads, making for a miserable work environment.

Leads often played favorites and participated in gossip. To add to that, there were numerous people in positions of authority who had never worked in the positions they were supposed to supervise. This caused a lot of conflict because those leaders knew nothing about the jobs or the issues that came with them. Generally, management was lacking in personability, relatability, and functionality.

Work-life balance was difficult to maintain due to shift hours being odd. During the 'on' season, you may be working extremely long hours 5-7 days a week. During the 'off' season, you may be sent home due to a lack of work. PTO hours can be used to cover downtime, but sick days and vacation days are taken from the same hours. So, if you use all of your PTO to cover downtime, you risk not having enough hours to take off when needed. If you don't use them, you risk not being able to pay your bills. Also, mandatory overtime was often a last-minute decision, whereas voluntary overtime was rarely available and, when it was, was usually given to the same select group of people.

I learned a lot while working for Whirlpool and I met some great people along the way, but I can't say I'd do it again.

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