Pros
-Flexible schedule and work hours -Benefits are pretty good but have been cut some since Tyco takeover -Tight knit team at the branch levels, have great co-workers who have become good friends over the years. We all work to help each other out. -Room for advancement if you desire -Many field employees get a company vehicle, same for sales, project managers and some branch management. -Cross collaboration between branches and sharing workloads when things get busy.
Cons
-Prior to 2017, this list would have been very short! -Since the merger with Tyco, this company has gone downhill and the future looks bleak. George Oliver has to be the worst thing to happen to Johnson Controls, ever. There is an increasingly feeling that you are just a small cog in a giant wheel and it never used to feel like that prior. Since the merger, Tyco leadership has infiltrated the ranks of the legacy JCI organization to the point that I can't think of any legacy JCI leaders with the company anymore. People that worked 25 years in the organization to become VP's or directors have been replaced with ex General Electric employees who know nothing about our business. C-Suite leadership in this company is just a good ole boys club and they are so out of touch with reality. None of these upper management Tyco folks have worked a single day in the branch and know what it takes to win and succeed. -JCI leadership does not care about its employee's anymore. They just take care of them selves and are there to please shareholders. Unbeknownst to them, if you take care of your employees and stop cutting costs at every corner, the share price will reflect that. Listen to the branch organization for how to grow and be successful. -Low level managers for the most part work hard, treat their employees well and do their best to make do with what they have. Everything rolls downhill to them and its not the best position to be in. -There is a lack of training for the new controls technicians that come into this company. They just expect them to start watching videos on day 1 and expect them to know what to do. JCI needs to get hands on classes and more effective bootcamps for these essential positions. -Since Tyco merger, the 401k match has decreased to 5% on a good year. The RIC plan guidelines changed and is now capped at 5% instead of 7%. Insurance options are high deductible plans only and have high out of pocket costs. -Since Tyco merger, instead of raising pay for Tyco employees (company as a whole was underpaid), they just froze legacy JCI pay and in many cases, cut it. Seems like a brilliant idea to keep and retain talent!
