Kimberly-Clark reviews

The current system for managing salaried performance is poor and completely at the whim of whoever is in the calibration session. 9 boxes are often given to people who know the right people but often do a poor job of working with other team mates or delivering results. Especially now that many true lower performers have left with VSP or ISP solid performers will get burned and put in the lower rankings of the grid because it is expected by leadership. This will and is already leading to many people searching elsewhere for jobs. Management is either oblivious to this or just doesn't care. Many years of experience are getting ready to move on and go somewhere else. Career development is generally poor over the last 5-10 years. Promotions are a rare occurrence and leadership has no plan for developing the future technical leaders of the company. Everyone is expected to be a generalist. Current re-organization has left many people unsure of how they are supposed to work within the new system. Management has basically told people that we will figure it out as we go. Nice plan! All year long Tom Falk has been drilling into people's heads that Kimberly-Clark is sick and we have to pull out all the stops to fund the pension. Then right after the job cuts in July he goes on a spending spree buying other companies. Where did this money come from? It came from the merit increases and promotions that were frozen this year. But don't worry, Tom and his leadership staff will continue to communicate openly and honestly with all of us who truly make the company run and generate cash.

Many longtime employees. Almost all managers, directors and up have been there for 20 years plus. Lots of "inbreeding" of ideas with few people willing to "rock the boat" push and lead. Little reward for anyone who wants to make a difference with new ideas and new approaches.