Electrolux reviews

Thank you for leaving a review of Electrolux. We appreciate that you took the time to give honest and specific advice you feel would make the company better, even if you wouldn’t recommend it as a place to work right now. Just to cover the points you mention: as a Group, we conduct an employee engagement survey once a year for all 60,000 employees—and we are proud of this. We run an annual survey because we feel it gives teams time to create and implement action plans and also to see results. The quarterly pulse surveys you mention can yield valuable and specific feedback but work best on a smaller and more localized level where actions can be implemented more quickly. We would welcome any team to have its own “How are we doing?” session at any time so that it can be empowered to make the changes needed closest to it. In this way, no one needs to wait a year or a quarter or depend on “upper management” to see action. Everyone can be responsible for doing his/her part. 360 assessments are available for all employees but it’s true that we do not have a Group policy requiring them for managers every few years. We leave this up to a manager and his/her employee because we believe 360s are most useful when they relate to specific development needs, not a mandated corporate calendar. Regarding the speed with which we work on the feedback we receive here….One challenge with feedback is asking the right follow-up questions to create a plan for meaningful change. The best action plans come out of conversations that explore an issue objectively and from multiple angles. Most of the feedback we receive here on Glassdoor is very general and because of the nature of the channel itself, we cannot have those conversations. You have given very thoughtful feedback, and we would encourage you to share it in a conversation with your own manager or HR Business Partner. If you don’t feel comfortable doing this, you are always welcome to start a conversation with us on the Group level at employee.experience@electrolux.com. Again, thank you for your feedback.

Thank you for taking the time to leave a review. Obviously each hiring situation is different, but all things being equal we always prefer to hire internally over externally. As you point out, this enables us to retain the knowledge and expertise of our employees and it also saves time, money and energy when it comes to getting someone up to speed in a new role--so it's a win/win. But so that we can follow up regarding the things you have mentioned, please consider taking the time to email and share more with us at the Group level at employee.experience@electrolux.com. As a side note: you mentioned that upper management is not diverse, but at least as that pertains to the Group, we have 7 different nationalities represented out of our 12 Group management members. This is quite diverse compared to other multinational companies, and we are very proud of this since it brings multiple perspectives and experiences that benefit the company as a whole. Thanks for your contribution to the company and best of luck in the future.