Upper management at BEC are paid to implement a plan not to think or worry about your opinion. The ability to do as your told is an integral part of the DBS. Whilst you may hate them for their lack of personnel integrity and the ease at which they slide into their assigned part, DHR managers are just performing as they are directed. They understand stage left and stage right. They execute the script. Just think of B.H. He understood the importance executing the plan. He has made a bloody hell fortune by landing a role of a lifetime and putting his heart into it.
With regard to any specific individual manager at BEC, we all should have learned by now that the old saying "be careful what you ask for" has never applied more. If someone gets the boot because of the survey you can bet that the next guy will just be a more accomplished lair and conman. Its the DBS way.

welcome to the jungle

"The East Zone spoke thru the survey loud and clear. Without the survey people do not speak up at BEC for fear of retaliation. The survey gave people the opportunity to speak up and TB received the lowest scores and is not well thought of. She was rated by the East Zone for scores in the low 30's for Trust, Communication, Vision, and Leadership. TB was rated in the low 20's for effective management. The bottom line is TB has hired poor managers just like herself. The survey (i.e the people/employees) have spoken. Read it yourself if you are still employed"

TB is an out-and-out liar. Funny thing is, she lies and then her underlings have to mop up the mess. But then again, is that truly surprising to have someone of her ilk in a management position at BCI?

Abbott, Roche, Sysmex, they are just in stand by mode

if compare to a political system DHR only can be like North Korea

More resignation in Canada. From top performing employees. Those employees tolerated years of bad treatment and waited for the right opportunity.

A very wise peron had said once keep your rep away from LB. it wasn't done. Beckman has lost experienced, dedicated and successful people despite the kool-aid it will take them years to have a sales force as good as they had.

I'm sure abbott, Siemens, Roche are thrilled watching the downfall

Beckman is a concentration camp

Well those numbers are bad. Even if danaher is trying to spin them well. If I recall the mean of the companies that hire theses surveys are around 75%.

Rememeber there are companies that get 90, 80 and70%.

They may have got slightly better results then previous year simply because there are a lot of new hires afraid to tell the truth

give the employees an option, and you will see how many stay. are you living in lala land?

it was translated? or may be it was inside job to pretend a turn around to hero the bad reputation

did they cheated to achieve those numbers or someone pad a paper with the answers.
Please that is the biggest lie ever.

2012 Employee Engagement Survey DIAGNOSTICS

Overall, I am extremely satisfied with the company as a place to work. 61%

I would gladly refer a good friend or family member to the company for employment. 55%

I rarely think about looking for a new job with another company. 46%

I am proud to work for the company. 67%

Danaher is counting on the fact that the job market is not good in most industrialized country. The job market is good in Canada. Beckman is dramatically bleeding the talent and it's not over yet

HR was a accomplice of all the bad in Beckman. Didn't BH end up CEO?

That says it all.

Stack Ranking

You just would not believe how poorly Stack Ranking played out at Beckman. There was usually such a small difference between the top and the middle that when ranking you had to just make reasons up. Good or Bad. Remember starting about 2005 Beckman's business stopped growing. You couldn't rank on success, but had to figure out who failed the least. You would see people getting ranked at the bottom just because their numbers never got adjusted to reflect the slowing business. Employees would get crucified because their numbers were unreachable from day one. Then managers would try to attach them self's to any successes anybody had regardless of whether the success was a windfall or earned. That was the part I hated the most. It was like if an employee hit the lottery their manager would strut around like he was the reason his employee picked the right numbers.

Beckman did such a poor job at attracting women and minorities that HR would let it be known to managers that certain employee's were in a protected class and should be given a bump up on the ranking. It was what it was. Please no offense intended and overall those actions were clearly a reflection of the piss poor job of including/attracting women and minorities in the first place.

But overall HR just stood by and watched. Clueless. Devoid of any intelligent thought.

So sad. I have seen just as many good as bad employees get run out because of the forced ranking.

It's funny watching Beckman management and Danaher's pretend it is actually the bci employees are not good...

When it's common knowledge in his last year SG was named one of the ten worst CEOs. Danaher has not done better. Keep blaming the employees and sink the company

I've been gone from BCI for 7 months. Never signed a non-compete in 27 years with CEI/BCI. Even so, IL tells me that they can't hire me until I've been gone from BCI for a year - because of their non-compete agreement with DHR.

http://www.forbes.com/sites/frederickallen/2012/07/03/the-terrible-manag...

Sound familiar?

"Just see the latest engagement survey!"

OK. Post it. I double dare you!

Truck Driver = Field Service, Call Handling, Customer Coordinators, Assembly Line workers

The real management, DHR, is not in California.

And yes BCI still has a few Truck drivers for local operations.

When Danaher purchased Beckman Coulter their first Power Point directed to the employees stated be grateful you have a job.

That explained how they see employees. Also how they picture themselves in their mind. LC and TJ think they are God given gift to humanity. Actually what have they created?

The Coulter brothers and Arnold Beckman were true inventors and visionary men.... LC and TJ are just using the sweat of their employees to finance their lifestyle of private jets, etc.

Firstly, BCI doesn't have any truck drives. They were outsourced long ago! LOL! Secondly, how convenient have the trolls sign a slave agreement while the mgmt gets off Scott free in California due to the laws! Bet they're laughing all the way to the bank!

Even with those clauses in their right mind, or not close to retirement will not stick it out.

Like RiM's CEO, LC will claim everything is good under the sky.....

Everybody knows better

The real and intended damage of the DHR non-compete clause is that it makes prospective hiring companies balk. Call them chicken-s***, but they balk.

Also worth pointing out that a company would have the burden of having to prove specific and real harm by someone accused of violation of a non compete in most right to work states. Pretty tough to do unless you're looking at something like blatant customer poaching. Even then there's only so many customers out there and a lot of the products are "me too". BEC went with automate old tech or license in over innovate long before DHR came in.

Say your a truck driver for BEC. Do you really think the courts will say you can't be a truck driver for another diagnostics company? The court will be laughing out loud at DHR. Now if you are in sales or have inside information you might want to consider that the non-compete agreement could be held up.

In California non-compete agreements are automatically void as a matter of law, except for a small set of specific situations expressly authorized by statute. The California Supreme Court has ruled that employee non-compete agreements are not valid unless the agreement involves the sale of the business. Also if you move to California any non compete from an outside state will be unenforcable.

In FLorida non-compete agreements carry more weight but cannot be overly broad. Two year max.

Same in Indiana.

There are many legal firms who deal with this on both sides. Usually there is no clear cut answer which is great if your a lawyer.

Ultimately the question is will DHR spent the money taking someone to court to try to have it enforced. Not likely for 90% of its employees.

Why have everyone sign it? Think about it. How difficult and time consuming would it be to figure out who actually should sign a non-compete agreement. HR would have to review every position within DHR. From DHR's perspective why not have everybody sign one. The burden then falls to the employee to figure it out. DHR is not out a penny.

But lets not miss the bigger point. If your not in possession of inside information why would you want to work for a company which feels the need to keep you on staff by legal threat. Sounds to me like DHR really thinks that many of its employees given the chance would get the hell out of there.

Who in their right mind wants to spend time/money with a lawyer challenging it if they quit voluntarily because they are fed up with all the crap. Just see the latest engagement survey!

Beckman is not doing well. If they promoted leader as manager instead of yes men and women maybe Beckman would recover.

I guess LC and TJ can't handle people that actually have an opinion

WoW!

They must be doing really really well. Wish I worked for them.

Is this a joke or what? This is the list of their "Recent positions posted" on LinkedIn. Note, they have VP positions!!!!

Brea CA -
*Learning and Development Specialist *Group Manager Product Development Center *Group Manager Quality Management Systems,
*Director Quality *Director Tactical Marketing *Marketing Manager
*Sr Specialist Strategic Marketing *Manager Financial Reporting
*Sr Accountant *Staff Accountant *Tax Manager *Sr Quality Assurance Scientist *Staff Mechanical Engineer *VP positions

Minneapolis MN-
*Manager Regulatory Affairs *Sr. Craftsperson *Sr. Quality Assurance Engineer * Sr. Software Development Engineer

Indianapolis, IN-
*Director Business Development *Global Event Marketing Manager
*Group Manager Regulatory Affairs *Sr. procurement Specialist

Miami, FL-
*Applications Scientist *Staff Applications Scientist

Boston, MA-
*Product Manager Strategic Marketing,*Sr. Applications Scientist *Sr. Marketing Specialist

" it's like signing a death sentence"

So not true!

Non competes don't hold up for non execs. Even execs can usually only be held to a non compete if its a specific competitor and like job. If you don't leave voluntarily non competes are voided 99.9% of the time. The courts will be on your side. Except in Texas, then you would might have to move out of state. Thanks to Ross Perot and Electronic Data Systems for that one.

If you are asked to sign one make sure you get a copy. When you go to your next job let their HR write up job description as to in no way conflict with the non compete. Actually really simple.

Hey 'Doh' boy! To be employed by DHR means signing a TWO year non compete in the industry clause to change jobs or take a promotion.. So you can't work in diag or for a customer. it's like signing a death sentence. Only place to go when DHR has cut all they can s to the next acquisition.

Is there any talent left worth retaining? Certainly not in the upper management. The one who are left all disserves each other. Non productive back stabbers that took credit from other's work. RIP Beckman coulter

Is there any talent left worth retaining?
----
There was when Danaher bought BCI last year, but the list is getting much shorter. It has been a serious dash to the door.
----

Unfortunately the remaining Regulatory staff couldn't find the door if you showed them. No one else will take them.

Yes there is talent.

Happy and productive talent, not much.

s there any talent left worth retaining?

There was when Danaher bought BCI last year, but the list is getting much shorter. It has been a serious dash to the door.

Is there any talent left worth retaining?

"Countdown T - 186 days "

I would look to September as T - 0 day. Remember most salaried people get a 90 day notice.

Share values... Bekman shares also went up at first under SG. Until the black Friday just before AACC a few years ago. That is why danaher succeeded to buy them at a low price.

Look at RIM. No innovation, no sale. dBS or not

Takes an ubermensch to spot an ubermensch.

That "dhr is not for everyone" line is straight from the dhr hr webpage. What does that mean, exactly? Considering the 10% or so they got rid of doubled the workload on the survivors and hasn't gotten any fda issues solved or projects out it's obvious that productivity isn't a requirement. As far as someone's "carrier" goes (apparently spelling also isn't one of the requirements for a dhr ubermensch) sometimes staying is the smart move. Where and how dhr spends its money is public knowledge and it should be pretty clear where the axe is going to fall. Why encourage people to leave for free? Hard to beat paycheck from the new job + severance from the old one.

There are people at DHR who have worked hard, smart, gotten a good break along the line and have done well. That being said the truth is DHR is not for everyone.

If your unhappy at DHR, wishing you were elsewhere and not sending out resumes, not contacting several employment agencies then maybe you really don't deserve any better. We're all sorry.

Face it, your carrier at DHR will never get any better for you at this point.

Don't be a tool.

Reclaim your life.

Working for Danaher beats the unemployment line.You always have the option to leave.So as the doy said look at that stock price!And be grateful for DBS.

"terminated for cause"

Don't threaten anyone, don't fail a drug test, don't cheat on you expense report, don't surf for porn with company computers, don't disobey a direct request, pay attention to your hours. Failing the above are the kind of things that will get you fired with cause. Go into your hr rep and explain that your boss is hitting on you, true or not. Tell your customers the truth if a sticky situation which might reflect poorly on your company comes up. Telling the truth will not get you fired. Its OK to let your boss think you don't like him/her. Let it be know you don't like your job. Be creative. Be consistent.

Remember you really don't want to stay at Beckman any longer or you wouldn't be reading this.

Danaher are such "amateur" with big egos. So fun to laugh at them

Doy, Danaher will keep things the same.Look at that stock price! Besides GE will own Danaher next year!

Countdown
T - 186 days

186 days until the rather generous separation package (compared to the standard DHR package)set up by Beckman in March 2011 expires.

Still time to pull some strings, tick your V.P. off, etc.

It is a narrow line between pushing them to lay you off and being terminated for cause, but a big difference in out comes. I asked for the package, they said no. So I had to walk with out it. I am glad that I am out.

Countdown
T - 186 days

186 days until the rather generous separation package (compared to the standard DHR package)set up by Beckman in March 2011 expires.

Still time to pull some strings, tick your V.P. off, etc.

"All you cry babies will be laid off soon..."

Please... make my day!

All you cry babies will be laid off soon...