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 s
ProsGreat pay, a lot of hours, constant moving (personal preference)
Conspoor leadership, not really understanding of workers needs via health, terrible employee recognition
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 o
Whirlpool isn't a terrible place to work if you have no education and want a paycheck.
The supervisors are okay but there is one in particular that will hold a grudge and hold you back if he doesn't like you. You must watch your p's and q's when bidding off the lines, he will find a reason to write you up so you have to stay for another year.
They give the wrong individuals way to many chances instead of just firing them and getting rid of the actual cause of disruption. In short instead of firing people for actual reasons they will make you quit
It takes way too long to top out, its frustrating to see an individual with no education and who cant spell his name making more than someone with a college education.
Training is decent but the trainers on the actual lines are not up to standard
Company is going cheap and putting plastic parts into their mixers and causing all sorts of issues
Their short term company (matrix) will try everything in their power to deny your short term disability if you need to take it
HR is actually decent at whirlpool but they will go with upper management decisions instead of relying on actual facts
If you get placed as a motor builder you will be stuck as a motor builder for the rest of your whirlpool career. Even if you bid out. Take this to heart as I will repeat myself, IF YOU ARE PLACED IN MOTOR BUILDING YOU WILL BE STUCK.
Plant Supervisor is a very caring person absolutely no complaints there
My advice to anyone who doesn't ge
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
ProsGreat People, Great Products, Great Learnings and Projects
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 engag
Prosafforded the opportunity to lead the african american network/affinity group, hr leadership development program provided great assignments and global exposure, nice community, volunteerism/social responsibllity is valued
Consvisibility to career path unclear, limited investment in my professional development besides ojt, undervalued, undercompensated
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
Prosfair wages, lenient to family needs
Consfrequent lay offs if you are a contract worker, hiring process is dysfunctional, pmp review system is dysfunctional
Safety hazards with majority of staff only being there for a year
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 th
I've worked at the Marion location for over a year. I was direct hired, temp to hire isn't worth the pay for the work. You most likely start out on 3rd shift as a float. You will be put in all the worst jobs possible, and be absolutely worn down until you end up leaving or finally getting off the line. Turnover is extreme. I've never worked somewhere where its literally common for people to walk out on a daily. It's a factory, we know it's going to be work and hot. However, being constantly short handed and ridiculous line speeds makes for impossible jobs. My line runs like 2340 dryers a shift. You have about 8-9 seconds to shoot 4 screws on many jobs, talk about carpal tunnel. Except when important people are there. Then they lower the speed to make our jobs look easier. Also, be ready to work Saturdays. Tip for new assemblers, they dont care about you. Dont tell your supervisor that an area is just not right for you. Maybe it's the people and you are clashing, maybe you struggle at shooting screws or plugging wires, maybe you're not fit enough for certain jobs. In training they tell you to say something if you're struggling and theres a job for everyone. That's a lie. If you say anything suggesting you're unhappy or having a hard time, you will forever be placed in that area. Only further training is given to those who absolutely fail at all jobs. Theres so much seniority that you cant get vacations scheduled, you cant get a decent job, and seniority is so tired of training
ProsPay
ConsSo many things as an assembler
4.0
Control Panel Technician | Cleveland, TN | Feb 9, 2015
Very productive and socialable place to work but really hard work at some places and easier in others.
I'd go in and talk for a little bit before the shift start. Then we would clock in go to our groups and do all our stretches and get told by our team leaders what and how we did the day before. Then we went to work for 2hours and 45 minutes then we had a 10 minute break then we worked for another 2 hours and 15 minutes then we have a 30 minute lunch break. After lunch break we go back in and have another group meeting and they tells us how much we've done before lunch and how we can improve and if there's any changes in the workplace or if anything is going to happen in the future with the company. Also, they tell us if there's another job inside the company that's became available and what we need to apply for it. Then we go back to work for another 2 hours. After that we got a 10 minute break then we go back to work for 3 hours and we clock out and go home after that unless your staying over for overtime. There's six supervisors and one head supervisor. They can't have more than seventy-five people working that exact shift if there's anymore than seventy-five they send one or more people home to make seventy-five. Learned how to find and put things together in an limited amount of time. Hardest part of the job is when your trying to do someone else's job and you don't know it 100% yet. The best part of the job is when your ahead of everyone else and you have to sit back and wait for the person ahead of you to get done or something breaks then your cleaning until it's fixed
ProsOvertime is voluntary it's not mandatory, it pays 11 an hour starting out you get 7 days off after 30 days being there, they have vending machines there with all kinds of snacks and drinks.
ConsNot enough time to get to the restrooms and use them, cafeteria is only open during morning shift, short breaks.
Impossible to get promoted out of customer service
My position is in the call center, and it is next to impossible to get promoted to a better department or to move out of the call center all together. Your career advancement is up to you, but there is no guidance or assistance available to plan out your next steps other than your direct manager. Most managers have so much other work to do that they don't have the time to help people move around and find a job they actually like. Managers also have to approve your application if you try to apply for another position within the company - if you don't get approval you don't get to move on.
The culture can get pretty toxic because most people are very negative and only want to help themselves.
It took 2.5 years for me to have the opportunity to get converted from a contract employee to an actual Whirlpool employee with benefits. In that time, I only got a pay raise once, and that was from the contracting company and not Whirlpool.
We have been working from home successfully for a year and a half due to covid, but Whirlpool is still going to force everyone back into the office come 2022 - and it's been made clear the the people actually doing the work and going back to the office have no say in the matter.
Management is all talk and no action - "that's a great question, we'll take that away and follow up next month" I hear this in our team meetings every month and am still waiting for answers from questions I had 2 years ago.
If you enjoy answering phone calls and don't m
ProsGood health insurance, currently work from home
ConsBad management, toxic culture, impossible to be promoted or switch departments
5.0
Practicante de logística | Apodaca, N. L. | May 28, 2015
la empresa tenia varios practicantes por lo que me fue muy agradable el periodo que estuve ahí y aprendí mucho de los Ingenieros
Mi trabajo en específico era verificar si en almacén habían llegado materiales de nuestro proyecto para ir a recogerlos y así posteriormente entregarlos a los departamentos, si no había material que recoger normalmente mi jefa directa me pedía que le ayudara a sacar sus pendientes, que en la mayoría de veces me refería directamente con el líder de proyecto para ver en que lo podíamos apoyar. Ahí variaban mis actividades dependiendo de los encargos, sin embargo la mayoría de las tareas que me asignaban era estar armando refrigeradores para pruebas o estar organizando los materiales,
El líder de proyecto era de nacionalidad brasileña, él era una persona muy alegre que sabía cómo motivarnos y en el caso de los practicantes nos llamaba la atención sin necesidad de exaltación eso fue algo que siempre aprecie, mi jefa directa estaba en el área de logística.
Mi jefa por motivo de embarazo se tuvo que retirar de labores por lo que me asignaron directamente con el líder del proyecto y en este tiempo fue muy bueno ya que conocí todas las áreas del proyecto y trabaje tanto como con ingenieros industriales como también con ingenieros mecatronicos, eléctricos e incluso con diseñadores industriales.
Aprendí tanto como de los jefes de departamentos apoyarlos a sus necesidades como también me relacione con los obreros, en esta gran parte fue con los de almacén y tuve que aprender a relacionarme y llevarme bien con ellos todo esto fue con humildad y sencillez.
Este proyecto fue un
ProsContabamos con seguro y apoyos financieros
ConsHabia mucho desgaste físico por falta de transporte dentro de la empresa
Empresa muito dinâmica e em constante transformação
Minha rotina era de desenvolvimento de novos busines cases, elaboração de propostas técnicas, elaboração e acompanhamento de cronogramas de projetos, follow up de projetos com áreas envolvidas, reuniões de projeto, suporte as plantas com problemas de qualidade, implantação de novos projetos, desenvolvimento de novos fornecedores e de novas soluções de processo e produto para motores elétricos.
Uma das maiores contribuições da Embraco em minha vida foi com relação a desafios. Aprendi a lhe dar com a ansiedade e assumir responsabilidades em projetos cujo as metas pareciam ser inalcançáveis, traçando planos com mitigação de riscos e cronogramas elaborados em conjunto com as partes envolvidas. Outro aprendizado bastante importante para mim foi com relação a atitude, hoje entendo que o mais importante para a empresa é o quanto você consegue realizar com o pouco que você.
A direção passou por muitas mudanças , trazendo muitos aspectos positivos com relação a novas idéias e reestruturações. Também deixou a desejar pois não houve um planejamento para estruturar o conhecimento, assim ao perderem pessoas experientes perde-se o conhecimento.
A empresa trabalha muito a motivação de seus profissionais, de modo que seus colaboradores são muito engajados e apaixonados pelo que fazem. Fomenta idéias e inovação.
Acredito que a parte mais difícil no trabalho era a burocracia. Gastava-se muito tempo em processos burocráticos. Muitos dos processos eram lentos e muitas vez
Atuei como responsável pela coordenação e supervisão dos serviços das áreas de Segurança do Trabalho;
Integrante atuante em grupos de trabalhos para implantação do S.G.I. (Sistema de Gestão Integrada) para certificação das normas ISO 9001-14001 e OHSAS 18001;
Experiência na elaboração e aplicação de programas de conscientização, prevenção de acidentes, palestras, aulas e treinamentos relacionados à área de segurança do trabalho;
Experiência em levantamentos e análises de riscos (processo de trabalho, organização, ergonomia, identificação de agentes químicos, ruídos, iluminação, temperaturas);
Responsável pela elaboração de relatórios de atividades: (estatísticas, gráficos, custos de acidentes, gastos, definição, implantação e testes de equipamento de proteção individual (E.P.I.) e coletivo (E.P.C.);
Responsável pelo controle e administração de almoxarifado de segurança realizando aquisições, e distribuições dos equipamentos;
Responsável pela elaboração, implantação e gerenciamento de PPRA (Programa de Prevenção de Riscos; Ambientais, PPRPS (Programa de Prevenção de Riscos em Prensas e Similares);
Elaboração de laudos para aposentadoria SB40, DSS8030 e PPP (Perfil Profissiográfico Previdenciário);
Acompanhamentos de perícias e processos trabalhistas;
Responsável pela formação de C.I.P.A. e realizações de S.I.P.A.T.;
Coordenação da área de prevenção e combate a incêndio, equipes de Bombeiros Industriais, formação treinamentos teóricos e práticos de brigadas de emergê
A typical day at work involves handling inbound calls from external customers, and assisting them through the process of booking a delivery, or arranging a collection that could involve a varied range of household appliances. Outbound calls are also made that cover the same objective described above for inbound calls. Every contact with a customer is an opportunity to sell a service plan, which provides commission for every successful sale.
I learned that adopting a positive attitude that seeks to help the customer achieve their demands is crucial, especially when difficulties and unforeseen complications arise that may inconvenience customers. Understanding and patience when dealing with customers was vital, which could make the difference between a positive customer experience, or a negative one.
The management were often very vague and displayed visible signs of annoyance when assistance was required in areas that were not familiar or known. This was not encouraging, and it would result in a negative attitude among the team within the department, often resulting in apathy and lack of enthusiasm for their commitments, resulting in poor productivity and overall poor customer service experience. As a result, co-workers were isolated and lacked job satisfaction and empowerment that affected co-worker relationships negatively, which was partly a result of egotistical power plays between management in maintaining knowledge at the expense of de motivated employees.
The
ProsCustomer interaction
ConsInvariable and limited function
Questions And Answers about Whirlpool Corporation
How often do you get a raise at Whirlpool Corporation?
Asked Feb 16, 2021
yearly
Answered Mar 26, 2023
Yearly
Answered Mar 25, 2023
What is the promotion process like at Whirlpool Corporation?
Asked Nov 14, 2020
terrible unless you have some college credits under your belt
Answered Mar 26, 2023
Mostly by favoritism
Answered Mar 25, 2023
What benefits does Whirlpool Corporation offer?
Asked Jun 29, 2016
Insurance and 410k
Answered Jan 30, 2023
Health, dental, vision, 401k, stocks, life insurance
Answered Jan 30, 2023
What is a typical day like for you at Whirlpool Corporation?
Asked Apr 6, 2020
A lot of long work days
Answered Feb 17, 2023
Bad 2nd shift supervisor
Answered Feb 5, 2023
If you were in charge, what would you do to make Whirlpool Corporation a better place to work?
Asked Dec 21, 2016
Better contract for first year enployees
Answered Nov 22, 2020
Fix the point system and train better or slow down line some (be more forgiving).Everyone can't go at lightening speed.🤷🏽♀️
