assembler

material handler

manufacturing associate

production associate

warehouse associate

Yamaha Motor

Yamaha is a great company to work for. Benefits are very worthwhile. Pay is good. Raises yearly. Bonuses quarterly. However, management is sorely lacking in professionalism. Often times leads will falsify information resulting in unjust termination. Supervisors will falsify information without any evidence to support their statements and convince others to “witness” acts that never took place. The work is steady, depending on which plant you work in. In distribution, you’ll have 40 hours almost guaranteed. Assembly, not as consistent. At times, assembly will be unable to work due to a week shutdown resulting in a week without pay. For the longest time, turnover rates were astonishingly high due lack of patience from leads and supervisors. Though that has slowed significantly due to lack of hiring. The hardest part of the job is tolerating leadership. Often times their failure to understand company policy and implementing their own rules even going against company policy, makes for consistent threats of termination on rules that don’t exist within the company handbook. The job itself is simple. Nothing too complicated. DO NOT EXPECT TO MOVE UP OR BE PROMOTED. They hire outside of company for supervision roles thus making our leadership ignorant to how the process works within the company. The most enjoyable part of the job is being able to work with competent employees who are willing to help and teach you the necessary tricks of the trade. Employees. Not leads and most certainly not supervisors. HR as the tendency to look the other way when it comes to misdeeds from leadership. Attempts to sweep disputes under the rug and dismiss your claims against leadership. Attempts to justify poor actions from leadership.

I had a positive experience working at this company. The environment is fast paced, but in a way that keeps things engaging. What really makes the workday enjoyable is the team culture. My teammates were always supportive, which made even high-pressure days manageable.

The benefits package is one of the company’s strongest points. They offer ₱100/day meal allowance, ₱1,800 monthly rice subsidy, life insurance, HMO with two free dependents, bonuses on top of the 13th-month pay, gratuity pay, and plenty of company-wide events that boost morale. Overall, the benefits are generous and employee-focused.

One area that could improve is career progression. Promotions, especially within finance and accounting, tend to take a long time. In many cases, you may need to be with the company for five years before moving up. This can be discouraging for employees who are performing well and ready for the next step sooner.

Additionally, while the benefits help a lot, the basic salary isn’t very high. With the cost of living and inflation continuing to rise in the Philippines, the base pay may not be enough, especially for employees with families. Adjusting salary scales to match current economic conditions would greatly support long-term employee retention and financial security.

Despite these challenges, the company is still a great learning environment with strong support systems and good perks. It’s a solid choice for early-career professionals or those who value a collaborative culture.

Yamaha is incredibly fun on outing days and annual meeting spoiling days. We go on boats and get spoiled with food and swag. We also get to team build with our colleagues and get to know them more. I truly love those days and have never done anything like that at other companies. Not every group gets spoiled like that though, and you learn pretty quickly who the cash cow is that gets to spoil their employees. 

Other groups are extremely toxic. Leadership constantly stabs each other in the back and gets employees to choose leaders’ decisions based on power. They undermine each other so much that decisions literally change every day and employees are put in the middle between “mom” and “dad”. There are so many people at the top who are either related or went to school together 20+ years ago. Nepotism is rampant. 

If you want to move up in the company, better be a man. The company as a whole has 3% of women leadership throughout the globe if that tells you anything. Management classes are offered to everyone and lots of training is around, but it doesn’t get you a promotion. It’s just more work to do on top of the giant pile. There’s an “us” versus “them” mentality throughout the building of educated versus non-educated workers which creates a toxic environment. 

Typical day
Making outbound and taking inbound calls from dealers regarding:
Current and upcoming programs, follow up calls, help with part and accessory information, and other dealer requests. My primary job was to make outbound calls to dealer withing my territory.

Co-workers/Team
It would be hard to find better co-workers, they are like family. We were loyal to one another and Yamaha.

My team, the quality of Yamaha's products, and our incredible customer service were the best part of my experience there.

I started at (probably) Yamaha's worst time due to economy and weakened dollar. On top of the economy and the weakened dollar, Yamaha was unfairly sued by irresponsible customers that hurt themselves and others (driving under the influence, no safety gear, underage drivers, improper use) We saw multiple dealers lose their businesses or have to decrease their staff. It really was unfair.

Side note:
My mentor has been there for 38+ years and most of the staff rarely leave Yamaha. If so great why did I leave? My wife and I moved to another state and Yamaha did not have any open positions there.

Work life balance is non existent. Don’t know if your working a weekend until you’ve already left on Friday. 10hr days most days.

Management says they’re working to make things better then doesn’t make any progress for years any progress they do make only benefits them but they pitch it in a way that sounds like it will help you when really it just makes your job harder.

Pay is mediocre at best and no matter how many people they lose to other companies paying more it will never go up. Bonuses are a big middle finger they’ll tell you why it’s not $500 because they went over budget it’s not lower level employees faults that they went over budget or there was an issue with shipping and couldn’t make the number.

Job security is definitely there with how often people quit they need everyone willing to stay. Advancement is there somewhat you can go from L1-L5 relatively easy higher you have to wait for someone to quit or drop dead. L8 is honestly a fake position there hasn’t been a maintenance apprentice in years and L10 basically requires defusing nuclear war heads.


Each day would be filled with looking at data from previous 24 hours, determine if anything warrants action, and send out a summary, the company paid for, and made all accommodations necessary for me to get a degree, I started as a temporary assembly line worker. Management recognized my good work with promotions. When I left I held multiple responsibilities as a line supervisor, quality technician, Continuous Improvement manager, Dept Safety coordinator, Dept Training, Special projects, Mostly a positive culture, many of the people I started out with in 1999 still work there, There was often a disconnect between American management and Japanese management, Most enjoyable was mentoring others to achieve goals they didn't think were possible.

-Typical day at work was somewhat busy but not overly stressful.
- Many areas to learn from if interested. Many different departments which you could transfer and attain additional knowledge of products and services.
- Management was helpful in many cases but sometimes very nervous about making decisions or taking initiative.
- Co-workers were typical of many companies, some were very helpful and driven, some where bitter, and many also just getting by on minimal effort.
- The hardest part of the job was to keep morale up within the team because of other groups lack of drive. Hard to work with departments who were not driven to perform at a high level.
- The most enjoyable part of the job is to receive compliments on a job well done. Also enjoyed helping customers who had problems and being able to solve these for them.

Over the last few years the culture at Yamaha has changed for the worse.
Evidence of this can be seen across many parts of the organization. Infighting is commonplace, company silos are the norm, and employee retention is waning. This has resulted in a lack of product innovation, poor or delayed decision making, departments that work against each other, unclear job roles and overall an environment that few people want to work in. The only reason some people stay has been the changing economy and lack of similar jobs that match their experience elsewhere or simply fear of trying something new. When the current employment environment changes to be more pro worker, you’ll see more people leaving Yamaha for organizations that show greater appreciation and respect for their most valuable asset. Without significant changes at Yamaha to fix these problems the future here looks bleak.

Yamaha Motor Corp., USA makes motorcycles, ATVs and more. I was a District Sales Manager with them for nearly 10 years. During that time, I set up new dealer points, trained dealer sales staff, hosted consumer events, placed advertising buys and strategized market advances. 
Yamaha makes a great product and offers superior customer service to their end users and dealers. Their field sales staff, including regional managers, is highly professional and competent. Executive management had a difficult time heeding advice from sales staff during my tenure. Product development suffered and some growth decisions didn't work out. Executive management expanded the sales staff by 50% in 2008, shrunk it by 20% in 2009 and then another 20% in 2010...which is when I was laid off. 
However, I maintain great relationships with field sales staff and have an invitation to come back if opportunities arise again.

Overall a positive experience but trending in the wrong direction. Limited to no training starting out. Management often unavailable for questions due to meetings. Direction and product pricing / availability is still an issue even in a post Covid world. 

Freedom to travel and make your own schedule. Customers are the best part of this job. Internal staff is limited so no support for field employees. 

Management struggles to make decisions that benefit our customer base. Managers from other departments are rewarded with promotions even though they are not in tune, or care to learn about the problems in the field. Severe disconnect between corporate ideas and customer needs. 

Top Job Titles	Average Salary
Assembler 3 salaries reported	$19.49 per hour
Material handler 2 salaries reported	$17.50 per hour
Manufacturing associate 5 salaries reported	$17.20 per hour
Production associate 2 salaries reported	$16.00 per hour
Warehouse associate 3 salaries reported	$17.83 per hour

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