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Danaher Corp. Message Board

  • jdick_1977 jdick_1977 Jun 16, 2011 1:25 AM Flag

    How to advance at DHR (without losing your soul)?

     

    After about 3 years of working at DHR, I'm seeking insight from experienced DHR associates on how best to advance at a DHR OpCo. Please share how you've managed to advance in a DHR OpCo, or at least give an indication of how to hop from one sinking OpCo to a new platform.

    Thank you

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    • I was a mid-level manager at a Danaher OpCo for 3.5 years. I would echo the recommendation of the poster above to find another position. Danaher is run by arrogant managers who only care about making a buck for the company (and for themselves). Advancement within Danaher means being available to work 24 hrs a day, 365 days a year. You will be expected to be on e-mail daily. You will be expected to call in to meetings on holidays and when you are on vacation. You will spend your time doing spreadsheets and answering a never-ending series of questions about why you are not getting the aggressive results in your objectives. You will be expected to put the squeeze on your direct reports. Layoffs are a way of life.

      The good news about this experience is you will become very familiar with Excel, you will learn to take a lot of abuse without folding, and you will get used to working very hard. When you go to work for a normal company, things will seem easy by comparison. I am so glad I left Danaher -- my only regret was that I didn't do it sooner.

      • 2 Replies to freefromdhr
      • At Danaher DBS works because it makes the employees stay focused and work. DBS removes the need for what other companies would consider management and replaces those people with a hierarchy of supervisors. Typical to supervisors, they are non-decision making, under-educated, willing accomplices who spend more time keeping their job than doing any actual work. Acquisition of "best in brand" companies, eliminate the in-place management and replace them with DBS then manage the matrix, have little to no cost associated with R&D and marketing, under-pay the under-qualified employees and you get the nearly 30% total return for the past 3-yrs and over 50% total return for the 5-yr period. The business models works. As an employee I just look at my paycheck and company 401K contributions as an additional dividend, which keeps me happy and if you take a look at Mr. Culp’s bonus structure you can tell he’s happy too! If anyone isn’t satisfied working for a Danaher company I would suggest you start your own business and put those great ideas of yours into practice instead of posting them on the internet. Goodbye and good luck.

    • Put more effort into finding another job.

 
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