Fortive Sucks Customer Reviews and Feedback

From Everything.Sucks

Fortive is a diversified industrial technology conglomerate company headquartered in Everett, Washington, United States. Fortive was spun off from Danaher in July 2016. Mitchell Rales and Steven M. Rales, Danaher's founders, retained board seats with Fortive after the separation. At the point of its independent incorporation, Fortive immediately became a component of the S&P 500. In 2016, Fortive controlled over 20 businesses in the areas of field instrumentation, transportation, sensing, product realization, automation, and franchise distribution.

An employee shared his experience, "There is very little support for full time staff at Fortive, and the culture relies on the loyalty of long time workers to bare the burden from reducing the number of staff, which increases the amount of money the company makes. There are some great people at Fortive, and some great potential. Unfortunately the day to day culture, at least of my section, is very beaten down, and feels like a 1980's East coast work culture. Its gotten better since it was founded, but you have to realize the goal of the company is to make money for the stock holders, not the employee. Stock is not given to employees, and most are hired under an LLC, so they don't directly work for Fortive. Its hard to not feel like an outsider most days, while executives are all corporate, and very well taken care of."

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Current Employee - OpCo Employee says

"All decisions are made by "corporate teams" that are so out-of-touch with the actual daily operations of their individual operating companies. Corporate leadership is blind (or just doesn't care) to the lost revenue and employee productivity caused by "cost-saving" actions. Decisions center around affecting short-term stock prices, rather than increasing the long-term value of the firm. For all the talk about "FBS", there is little evidence of continuous improvement actually taking place. Compensation is well below market value, which leads to a drain of any actual talent at all levels."

Former Employee - Sales Representative says

""FBS, FBS, FBS" - is the answer to EVERYthing: This collection of long-established "continuous improvement" tools will never replace solid management and leadership skills. No business has been able to create long-term value with templates, charts, and spreadsheets-- much less the creation of automatons. [Hmm... you'd think performance at core companies would be AMAZING, right?] You will lose the ability to think for yourself, your creativity, and even your hair. Don't worry-- most of these things come once you've escaped You will worry so much about your performance and job that it might affect relationships outside of work"

Current Employee - Engineer says

"When our "OpCo" was acquired, we were told that this is because Fortive liked our company and would let us do our own thing since that's obviously what made us successful and appealing for them to buy. Shame on us for believing that! They have swept in with one restructure after another, layoffs, lots of new acronyms, and other corporate BS. And oh the FBS! They make it sound like it's a game changer, but it's nothing revolutionary and honestly, is it working? S&P index is up 24.2% on the year and FTV is at a measly 4%! Yet we're still getting this FBS forced down our throats. Leadership is being forced out the door and the rest of the workers are leaving on their own at a surprising rate."

Current Employee - Human Resources Manager says

"Does not pay competitively CEO does not care about employees Culture is predatory and knuckle-dragging"

Former Employee - Anonymous Employee says

"Constantly failing SOX audits due to incompetence. Yearly tape backups overlooked. Company didn't feel it was important to replace battery backup units for their network equipment that were dead or failing. Absolutely no file security for users. Service desk is based in India where you can attempt to communicate using a strange form of English. Company is a constant revolving door for H-1Bs that don't last for more than a few months Cost freezes galore!"

Former Employee - Production says

"Poor management which is contantly changing , company keeps hiring young inexperienced supervisors with no background that relates to the product built. There is no organization, its a constant mad dash chasing dollars while work load keeps piling up. Experienced workers treated poorly, over worked for little pay and end up leaving leading to heavy hiring of temps to back full with little success. No standard work enforced to any productive degree, communication is poor at best, favoritism is out of control. There are minimum options for growth with the company once you've been hired in. Its a very stressful environment that will leave you unsatisfied at the very least."

Current Employee - Anonymous Employee says

"Culture of blame Constant reductions in staff, but no reduction in work Mediocre people rise to the top because the talented people get fed up and leave All operating companies run by Fortive are just a line item on a spreadsheet One choice of insurance carriers - UHC - the worst Very few women in leadership positions. Mostly older white men. Random promotions Very strange culture bound by a lot of rules and analysis paralysis."

Former Employee - Anonymous Employee says

"Culture eats Strategy likes breakfast. Danaher or Fortive hires smart people for crafting smart strategy, but as what most other companies failed, those strategy failed because of culture! For all who had worked in Danaher and Fortive, they will know we live under the "Quarterly Profit Margin Curse". In order to sustain the legend in the Wall Street where Danaher or Fortive has excellent manageability in delivering exactly the profit margin they forecasted, a culture existed in all opcos that no matter who is the president of the opcos, he or she needs to live with this culture and the utmost 1st principle and priority, i.e. delivering Quarterly Profit Margin, even at the sacrifice of long-term investments, commitments, projects, that in the short term the company cannot or even it PM will be hindered due to that, but in the long term the return of such will be huge. Because of this hitting Quarterly Forecast Culture, no one in the Opcos can have a long-term development commitment, and everything is so fluid or dynamic, and there is one common initiative called Dynamic Resources Allocation (DRA), that is a simple management directive to ask the organization to squeeze say 20% of your existing resources to hit 100% or even >110% plan, and then utilize your 20% resources saved for strategic development. But once if you are not delivering the plan after cut in a quarter or two, you possibly need to retreat and recall your resources back to support your shot-term plan. That is why it is called Dynamic Resource Allocation and because of this, most of the long-term strategic development implementation dies out. Then if the president struggles for growth, the conglomerate will change leadership to inject new minds to find new ways for breakthroughs. For every change of leadership, there won't be any continuity of strategy. This becomes a vicious cycle until they find a good story-teller to wrap the fire under the paper or the opcos can no more deliver what is required and being spin off or sold out. To sum up, Danaher or Fortive holds unwavering belief in their own DBS/FBS, and treat opcos and employees just as a fund or a number, and they are the fund manager. They acquire, and sell based on whether that fund performs, and they use DBS/FBS to reduce bottom line and give the opcos a high top line YoY until they can't deliver. It's commonly held within the organization, it is good to be investor in Danaher and Fortive but it is damned to be their employee."

Former Employee - Not Going to Say says

"The caveat is that most of the people you encounter are just that but it doesn't mean it will transfer to how they show up as coworkers. FTV corporate preach FBS but are often as the leader, the worst practitioners. They preach about equality, diversity, and integrity, but I honestly do not believe that exists within the senior leadership team. The leaders care more about their political agendas than doing what is right and ethical."

Current Employee - Anonymous Employee says

"Always last minute fire drill. The management cannot make a decision and hold employees to work extra hours for it. Poor communication resulted in a lot of surprises to people's expectation. No process at all."

Office (Former Employee) says

"yes the benefits are good the pay is okay depending on what you start off in pay. Very poor management with very little training or none at all. Very demanding and fast-paced environment. Their customers are first employees are second With very little recognition on anything you do. Unless you are really favored you will never move up in the companyFree lunches sometimes bonuses and paid holidaysYou will never take a break or lunch on time"

FBS Kaizen Engineer (Current Employee) says

"A lot of internal moves. The only way to get a raise is to switch positions regardless of the value you add or do not add. No accountability. Do not reward high performers and do not hold low performers accountable.opportunities to make an impactno reward if you choose to make an impact and no accountability if you decide not to make an impact"

Information Technology (Current Employee) says

"There is very little support for full time staff, and the culture relies on the loyalty of long time workers to bare the burden from reducing the number of staff, which increases the amount of money the company makes. There are some great people at Fortive, and some great potential. Unfortunately the day to day culture, at least of my section, is very beaten down, and feels like a 1980's East coast work culture. Its gotten better since it was founded, but you have to realize the goal of the company is to make money for the stock holders, not the employee. Stock is not given to employees, and most are hired under an LLC, so they dont directly work for Fortive. Its hard to not feel like an outsider most days, while executives are all corporate, and very well taken care of."

Product Specialist (Former Employee) says

"So much going wrong there it is embarrassing. Operationally it is Kaizen after Kaizen with a Kaizen before that Kaizen and nothing gets done. There are many tenured employees that simply don’t do their job and leave you holding the bag. New product introductions are a joke, sending poor quality, unproven product to market regularly and then fixing it. Worse career decision of my life."

Director of Marketing (Current Employee) says

"Typical work day is fastpaced and the culture is flex. Good people to work with and they are very goal-oriented. Hardest part of the job is working on multiproducts."

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