Kimberly-Clark reviews

Job security is low due to spin-offs (Halyard Health Spin-off), Outsourcing (Genpact) and automation (Corporate Process Improvements also known as layoffs). There is little room for advancement and the departments are very compartmentalized. Management looks down upon wanting to transfer to other departments internally, even after you have been in your role for a couple years. On average, a workweek is about 50 hours. Between 1 and 2% raises per year and no bonuses. The Knoxville office pays significantly less than other KC locations, oftentimes to do similar jobs. Management plays favorites with employees. Other KC locations will not consider you for job opportunity transfers because the pay grades are generally much better in those locations and they wonder why you are in such a poor paying job. Performance reviews are subjective.

Organization does not believe in developing internal talent. Senior roles filled mostly externally. What few words that are communicated do not match the organization’s actions. There is very little, if any, accountability/ownership for decisions. There is no onboarding, so when the environment is tough, there’s nothing for recent tenured employees to hang onto - so they leave. There is no higher purpose - if all we hear is “cut costs, cut costs!” That’s not incentive to add discretionary effort needed to turn the organization around. Petty - but the parking garage has MANY empty spaces, not to mention those now vacant due to voluntary and involuntary departures- so why is the waiting list so long?