It's not good - Quality Abbott Employee Review

1.0
11 Sept 2025
Recommend
CEO approval
Business outlook

Pros

Initially, we were a diverse, hardworking, and competent team, supported by strong leadership with clear goals. Good work/life balance. Pays well for the area.

Cons

Over time, systematic layoffs have steadily eroded the Quality team. Many of the most skilled employees were let go without clear justification, while less qualified individuals have been promoted into or hired for management roles. Plus, positions have been eliminated, only to be reopened a year later at reduced titles and salaries. We lack the resources and tools needed to perform our jobs, and for the first time in my career, a “no” from Quality means nothing. This environment has been deeply demoralizing, leaving most employees with a strongly negative perception of management. Year after year, these concerns are raised, yet nothing changes - because the core issue lies within management itself. They're also pushing for high deductible health insurance that hardly covers anything anymore.

Explore other reviews about Abbott

5.0
22 Jun 2026
Recommend
CEO approval
Business outlook

Pros

Team is supportive and great to work here. lot of freedom and no micromanagement.

Cons

as of now nothing but its good place to work.

2.0
15 Jun 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

• Strong brand and market position • Talented individual contributors and subject matter experts sprinkled throughout the organization • Opportunity to work on products that impact many patients

Cons

These comments reflect experience within Abbott Diabetes Care. • Culture can feel political and risk-averse, with difficult issues often addressed indirectly rather than transparently • Decision-making is slowed by multiple layers of management, many of whom appear focused more on managing upward than enabling teams and execution • Long-tenured management structures can create limited accountability, discourage new ideas, and make modernization difficult • Some leadership styles feel hierarchical and dismissive of dissenting viewpoints, making it risky to challenge the status quo • Strategic thinking and decision authority are concentrated among a relatively small group of senior leaders, creating bottlenecks and limiting innovation • Office environments and ways of working often feel outdated compared to more modern organizations • Organizational responsiveness can be frustratingly low. Routine requests, decisions, and communications often require multiple follow-ups, creating unnecessary delays and reducing accountability • Promotions and performance assessments often lack transparency, leading employees to question whether advancement is based on impact, visibility, DEI, or internal relationships • Employees navigating significant career or life transitions may experience varying levels of support, visibility, and development opportunities, making career continuity and progression feel less predictable than they should be

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