If You're Fresh Out of College You Might Want to Read This First
I worked as an intern for Johnson Controls for years prior to being hired full time. And what made me join the company was solely because of the people at my branch. I didn't have a huge passion for HVAC but they were extremely nice and easy to get along with. But my biggest mistake was that interning for a company is far different to being an employee.
When you're an intern you can write off any issues you have because you have to be there for only a few months and once you get tired of the position, it's almost time for you to go back to school anyway. But when you're full time not only is that company a big part of your life now, but the responsibilities go up significantly. And I had to learn that the hard way.
My biggest issue with Johnson Control was that they were extremely unorganized when it came to training new recruits. This wasn't just a branch issue but a company wide issue. The training programs were out of date and did very little to teach me about my position. Not to mention once covid happened they just cancelled it anyway.
And while I loved my team, it was very easy to tell that my coworkers and management team had no idea how to train a new employee. I couldn't help but feel neglected. My coworkers didn't feel too strongly to help me out with my work. As they rarely came to check in on me with projects they assigned to me, and when I did work up the courage to ask for help, often they would just forget about me a few minutes later. Requiring me to
Where do I begin, the Interview process was simple, but tricked into how far you actually have to travel to certain places, they claim that they will pay for your parking and tolls. You can ask how to set up an app to get refunded but they do not demonstrate or tell you how, they just tell you to just "call this guy" who never picks up. The apps that they use to show you've arrived on site and the locations of the places are usually wrong and give you a completely different address. Also if you do not show you have arrived on site a call from a supervisor was sure to follow immediately with no so much concern about you personally but why haven't you logged in yet. This also cuts away from work time to log in an establish your location, the time you started, and all other things that aren't relevant, then the costumer doesn't understand why us workers aren't testing till 7:30 or later because we have to follow up these apps. Also you can get suspended if you are reported for talking on your phone wile driving, most of the time it was management you were talking to and then forced to to a safety driving seminar. In 6 months I have put 30,000 miles on my personal car, the management is so uncoordinated, I would leave my house around 5:45 - 6 am to be at a job that starts at 7. I would travel a good portion of the state, to help a lead inspector, only to be told minutes after arriving that I need to go somewhere else, usually a good 30 min+ drive away. Some lead inspectors take
ConsManagement, Timing, Promises, Traveling in Personal Car, Not Up to date apps, Work-Life Balance, Inconsistent destinations
Engineering Project Manager | Canby, OR | Jan 10, 2015
multiple tasks for overall rating
Lean Engineer/Project Manager (2010 – Present)
High profile project manager and lean implementer charged with training and implementing the activities for team members that were assembled to produce automotive batteries in conjunction with ensuring production standards, preserving quality standards, monitoring machine specifications and assembling daily reports.
Spearheaded numerous critical projects that impacted quality control, inventory control, 5S related issues, and safety.
Held numerous kaizen events involving 5S activities, quick changeovers, and waste walks.
Instrumental contributor to teams that were assembled to maximize the efficiency of corresponding safety and quality programs
o Observe and maintain inventory levels in response to plant needs
o Manage several employees with regards to their typical day to day responsibilities
o Provide employees with the resources they need to be responsive to both inbound and outbound needs via trucks and rail, to plant and corporate entities
o Maintain relationships with suppliers and landlord, negotiating expectations from both parties, while staying within the scope of lease terms.
o Spearheaded many projects involving contractors, requiring my necessity as a supervisor to many contractors. Typical projects included:
Specific accomplishments as Le
Prosexcellent benefits, plenty of resoures, exposure to multiple plant environments
Conspoor support at times, unclear objectives, and and poor retention rate
I wanted to wait awhile before responding to Indeed's requests for feedback. I hoped that after all the dust settled, I would have gained some perspective on my time with Johnson Controls. This is just one person's opinion and you can choose to take as you wish.
JCI has three domains; Fire, HVAC & Security. I have nothing but good things to say about the people I met, spoke & worked with from the Fire & HVAC sides of the house. To be fair, I'm only observing these departments from a distance. The same cannot be said for the Security side (formerly ADT & Tyco). It was apparent during the "all hands calls" that the HVAC & Fire domains paid the bills, and Security was the step child. Subsequently the training and information was focused to benefit them.
The first few months were decent, mostly training videos and a few opportunities to shadow with my tenured colleagues. Finally received my company car (that you pay $240 for) after 6 weeks. I really enjoyed getting out and meeting the clients in my territory. The formal training focused heavily on sales techniques and the sales process and touched briefly on the product offerings and skimmed the programs/software we would be using to conduct daily business (writing proposals/estimates & booking jobs). The programs were old and always locking up, you'd never know if it was something you did or if it was the program. There was definitely a learning curve to the aged software and only a few people that understood it enough to tea
ProsFlexible schedule, company car
ConsManagement, culture, pay and work life balance.
• DISPATCH TICKETS (CBD-6bldgs WCK-12bldg at present)
-REACTIVE- approx 20-30 tickets daily, w/follow-up comments, man-hrs, admin complete all input to system
-PPM- approx 350 tickets monthly spread out daily, w/follow-up comments, man-hrs, admin complete all input to system
-Manuel entry of Reactive tickets for above and beyond, non assigned task tickets site wide.
MAXIMO- +5HRS DAILY
-Create work order
-Create purchase order
-Request signature approval to correct site manager (via email or in person)
-Unapproval of Po for invoice adjustment. Email confirmation to requestor.
• LOG PO ACTIVITY
-Log all po activity of creation to invoice
-Vendor contact for invoices to pay
- Po adjustment request to match invoice. Approval to site managers, Adjust in system
-Signature approval from site managers, forward to P2P to record. Save electronic copy and file hard copy
• FILEBOUND- RESOLUTION TEAM
-Emails from team requesting steps of correction to be done in Maximo for invoice payment, follow-up emails of task completed.
TIMESHEETS- 1HR DAILY
• Log times
-Verify and get approval from site supervisor of times
- OT Justification log, daily entry and scan at week end to Time entry person, Save electronic copy and file hard copy
-Reg daily hrs log, daily entry and scan daily to Time entry person, Save electronic copy and file hard copy
TRAVEL ARRANGEMENTS / EXPENSE REPORTS- +2HR WEEKLY
• Travel arrangements- multiple manag
I worked as a counter sales associate and honestly liked the job, a lot. Great benefits and work hours and decent pay but without question, the worst manager I have ever worked for in my career. I should say management in general because even the manager's manager wouldn't back you up regardless of whose was at fault.
As I mentioned, I really liked the job and the customers and I think most of them liked me. I received many awards and certificates of appreciation while at JCI for outstanding customer service. I performed all the functions described in the position and feel like I did the job well. My downfall, a lack of HVAC experience which is why I had to "chime in" considering nowhere in the ad did I see mention of HVAC experience required. When I interviewed for the position the manager knew I didn't have any real HVAC experience but what I did have was a great customer service background and a great reputation for getting the job done and always making sure the customer was satisfied.
The formal training for such a large company is very lack luster, in fact it's not there at all. The manager had many years of experience working for a couple other HVAC manufacturer's. As I mentioned I didn't really have any HVAC experience and they provided no training except giving you manuals and I am a hands on person. I can't do something once every couple of months and expect to remember all the details without my "cheat sheet". When I used that, I had no issues. The problem is
Current local management is disengaged from sales team. No guidance, no training, lack of fairness, no help. Promises made and rarely ever delivered. Major changes made without notice.
Beware this is not an outside sales job which it should be.
Management would rather have you in the office than out selling. Instead, scheduling ineffective sales meetings. Management lacks knowledge of the position, industry and especially sales skills. Do not expect help, there will be none. One sales team member was without a working computer for 4 months while being expected to still perform their job. Also they say you have a territory....you don't. Other team members will be calling on your supposed customers or management will just decide to switch customers around without your knowledge. Beware management will promise you a local territory but you will be left with what the other sales team members do not want. However it will be sold to you in your interview as there is so much opportunity! Also local management will not allow sales team members to make sales decisions on their own when selling to current or potential customers regardless of experience. Expect to have both hands tied behind your back and waiting for a decision from local management if it is worth the company's time to pursue a sale (by that time the customer has made the decision to go with another company). If a sale/customer is of significant size expect that management will insist that they need to have separat
ProsJohnson Controls (name)
ConsPoor local sales management, false opportunities, cant make own sales decisions
At the beginning of my time with the company I really enjoyed my job. I loved helping customers, and felt I was doing something to assist the communities we supported. When COVID hit I had the opportunity to work from home, and in the beginning there were several glitches to getting started. Although the issues are finally getting to the point of being resolved, there is also an issue with a lack of management support while working from home. Then, to find out that new employees are making more than seasoned ones, and getting offered a “hazard bonus” while the employees that have had to remain on site the entire time have not received such a “bonus” is demeaning at the very least. It seems as though a multi million dollar company should consider more options to keep all staff safe, while I was personally lucky enough to work from home, several colleagues were not, and multiple were diagnosed with COVID 19 and NOT compensated during that time unless they had sick time available.
The lack of support for staff that were diagnosed with COVID or hand a mandatory quarantine period makes it hard knowing that there is a substantial risk of going to work. When our laptops are not working for whatever reason, we have to go into the office. At one point I know a colleague who began showing symptoms while waiting for her computer to be fixed and was placed on quarantine. After TWO negative COVID tests she was required to remain quarantined, and could not work for the two weeks as the l
ProsCafe on site, paid training, benefits starting day 1
They work you to the bone. They don't care about you. People told me to get out while I can.
A typical day of work for me was getting there on time, and then labor work. Hard labor work. for me it was load operator. I took sometimes heavy battery books and put them onto the belt for hours at a time before my break. I had a back injury and wrist injury when I left 3 months later.
Management sucks here. I got hired on as someone who would do "special projects". I was told I was going to have an office space, laptop, and work on certain projects in the plant. Measuring stuff, and then turning it into 3D models. Basic Engineering things, stuff I did for my robotics in High School. That was why I got hired, 3 months into labor, after they pushed it off several times because of "unforeseen issues" I went into the office of the Head of IT at this facility and asked him straight what happened. He told me he doesn't know anymore, and that maybe 10 years down the line, we will see what it looks like, and that he wants me to work labor, be paid the same as a labor position, and be pulled in whenever he needed me to do special jobs. The other management did not know this. They all thought I was going into the office, because the management does not talk there. It was a mess. I quit that day after being so insulted that they used me, told me lies, and wanted to use me even further.
Do I recommend working there? It is an experience I will never forget, but honestly, that place sucks. If you want good money, after 3 months you can start earning good money, after you join the
No Check and Balance System - Overworked - No Organization - Promotions not based on merit or education but on Buddy Buddy system
The Johnson Controls in Holland (Lakewood 1) does not promote people based on merit or education but more of the buddy-buddy system. I saw 19-20 year old promoted as supervisor just because they knew how to run all the machines but had absolutely no people skills whatsoever.
Had 4 days off in 8 months and generally worked 12 hour shifts.
Some of the supervisors are absolutely wonderful but it is such a big place, it is difficult for supervisors to have that much of an impact in an ocean of muck management.
The place is disorganized and there is no check and balance system. There were workers on my particular robotic mig that had quit on second and third shift and the supervisors on those shifts had no idea that the machine was unmanned for well over two weeks.
We are consistently short on people because the turnover is so high. When I asked a person in upper management about it - he said that they probably wouldn't have another job fair because it didn't work out so well (most of the people did not stay in spite of the good pay and benefits etc).. That doesn't mean a job fair didn't work out - it means that something is clearly wrong from the INSIDE ... not the OUTSIDE. Just my opinion.. for what it's worth...
I learned how to fend for myself and if I had not had so much factory experience the frustration would have led me to quit much sooner!
People with just a little more "position" such as techs, for example, if they don't "Feel like" fixing a machine, they simply tell you
Proslots of overtime if you like overtime, great pay and benefits, tuition reimbursement, able to "get away" with anything, including leaving the plant for several hours, without anyone knowing you're gone if you are in the "right" dept
Conshuge lack of training, no check and balance, no organization
Customer Service Representative | Manchester | Jan 26, 2020
A multifacted, challenging role - not for everyone
My shift was the "5-day shift rotation pattern", which is the (mostly) daytime only shift pattern, which I believe is roughly defined as being any given 9 hour period somewhere between 7 AM and 7 PM. On this shift pattern, it is a 40 hour week which includes working 5 days a week total (sometimes including weekends). A typical day entails answering roughly 200 phone calls, give-or-take and dependent on your confidence, skill, and other sundry factors. This includes two 10 minute breaks and a 1-hour lunch break that can be no more than 4 hours apart, so this essentially means you're working day is 7 hours 40 minutes long in total.
What I learned was how to use service booking software and alarm monitoring software. The software that's used for booking engineer visits is called SMS (Service Management System) which is a rather outdated, and occasionally slow, keyboard-only program that will most likely take at least 1 month to get used to using to the point of any reasonable confidence, at least in my experience. For the first month, it will likely be the case that you will be taking calls and panicking on getting the right thing done on this software as it is a bit of a learning curve. I will advise you to try not to worry (although I'm aware this can be easier said than done), try to be professionally assertive on the phone. Should the customer begin to get impatient, simply explain that you're new and still learning. I found that it genuinely DOES help to do this. The mo
Can be a rewarding place.... But be prepared to be mislead and preached at.
I worked for JCI Saskatoon for about 5 years. I originally accepted a position as a foreman and was given a good wage through the union agreement. Presented with many challenges which I enjoyed, I was rewarded for good achievements financially. A majority of your coworkers will be very pleasant to work with. The company itself is very profit and growth driven, as to be expected for any public traded company. They will do whatever it takes to generate revenue for their shareholders, a good front is put up for ethics and safety, but not perhaps overly truthful when reviewed from within. The greater focus on profit will come over ethics. If you are willing to look the other way a little or wear rose colored glasses... you certainly have an opportunity to advance.
Things to beware; safety is preached by leadership, but not followed by the same leadership (false sense of safety). You will be provided with more than ample safety equipment, but no one to instruct or guide you in the safe use of it (local all the way to the regional safety managers). You will be given a DVD to watch, that will be your safety orientation and you will sign a document/release form of you being oriented.
Leadership will "read" what they are to say to you, coming from the corporate head office during annual events (Vision Week), which perhaps shows that leadership doesn't buy what they are trying to sell???
Overall, they simply lack on being organized. From new hire training/orientation all the way to the
Prosgood union wages, uniforms, safety boots, commission paid on profitable work
Consdisorganization of leadership, inconsistent hours, false front for safety
Questions And Answers about Johnson Controls
How often do you get a raise at Johnson Controls?
Asked Feb 1, 2021
Answered Sep 22, 2022
Answered Sep 21, 2022
What is the best part of working at Johnson Controls?
Asked Dec 1, 2019
Answered Jul 3, 2022
Answered Jun 27, 2022
What is a typical day like for you at Johnson Controls?
Asked Mar 21, 2020
Work until it’s time for break or bell rings to go home .
Answered Sep 22, 2022
Great opportunities for training and learning,meeting new people,gain understanding and insight about different products and multiple solutions to satisfy and serve customers with great effortless momentum and drive...
Answered Sep 22, 2022
What is the promotion process like at Johnson Controls?
Asked Mar 3, 2022
Dog eat dog
Answered Sep 21, 2022
No promotion at all.
Answered Sep 19, 2022
What advice would you give the CEO of Johnson Controls about how to improve it?
Asked Mar 13, 2017
The Engineering Manager at the Lubbock Texas plant is incompetent, and liar who employs every backhanded tactic in the book to protect his fragile position. The department and plant suffer greatly at the expense of having him there. The other JCI facilities may be better, but potential engineers considering employment at the Lubbock Texas plant should consider themselves warned.
Answered Dec 8, 2020
Get new Mgmt from outside. Implement Six sigma processes. Accountability needs to be in place. HR lady needs to go!