Roche FAQ

All answers shown come directly from Roche Reviews and are not edited or altered.

35 English questions out of 35

8 March 2019

What is the feeling of job security at Roche?

Pros

Lots and lots of benefits Generally good colleagues

Cons

The whole company is a mess No job security Senior leadership doesn’t have any clue what they are doing/ didn’t walk the talk Senior Leadership just talk but no action No empathy No sense of belonging

Advice to Management

Please reconsider why you are such a good company at the first place

No job security

8 March 2019

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16 September 2019

How are senior leaders perceived at Roche?

Pros

Individual teams are often great made up of highly engaged colleagues that work hard and support each other to succeed. Benefits are better than the industry average and keep improving each year. Bonus payouts have been well above industry averages for several years.

Cons

Senior leaders are nearly invisible across the organization, very little transparency and lots of lip service to things like culture, diversity and leadership commitments without action or accountability. Often significant, unnecessary inflection points and wild swings of direction on teams as leaders come and go. HR is only there to support you until there is an issue and then they will always support the +1's and toss you aside.

Advice to Management

Take a hard look at people, practices and GEOS results, the environment globally is not getting better with the same issues persisting year after year. Get rid of those leaders that are so insecure they feel threatened by their colleagues or direct reports.

Senior leaders are nearly invisible across the organization, very little transparency and lots of lip service to things like culture, diversity and leadership commitments without action or accountability.

16 September 2019

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18 February 2019

What are some insights into the strategy or vision at Roche?

Pros

- The sequencing technology is interesting and has potential to move personalized medicine forward in the future. - Free snacks and breakfast fare. - Work/Life balance is pretty good. - Roche appears to be centralizing all of their South Bay and Peninsula M&A targets at the Santa Clara site and turning it into an "Innovation Center". Could be a good opportunity to be able to transfer across many teams.

Cons

- Toxic work culture and management. Employees are sometimes publicly berated in meetings. Weekly meeting(s) are masqueraded as somewhere to share data and information across groups, but actually function as arenas where groups face off against each other vying for power and recognition. Back-stabbing and back-biting of teams against each other is commonplace. Fear, competition, and mistrust permeate the entire organization. - Lack of concrete direction and strategy from executive and senior management leads to entire site scrambling for goals and direction every year. - "Innovate Now" and "Speak Up" are two of the cultural beliefs, but almost no one is allowed to do anything innovative or out of the box. Anything that bucks the status quo is immediately met with resistance. "We already tried that and it didn't work", and then not having any data to back up claims seems to be the default response. People catch on quickly, stop trying to contribute new ideas, turn on "coast mode", and become "yes" men or women. - Salaries are consistently below what other companies Pharma, Biotech, or Technology companies in the Bay Area are offering even though HR claims they are performing salary comparisons. People leaving for new opportunities regularly secure 30-40% compensation increases. Stock options are only offered to a select group of software engineers, data scientists or directors and above, good luck everyone else! - Contractors are treated like second-hand citizens, and I have seen many cut loose before their contracts are up. I even witnessed one case where the contractor was given only 4 days of notice before being told they were being let go. - Points above lead to a large number of disengaged workers that are trapped and looking for a way out. I have observed employees actively job searching in the open office environment and even in the middle of meetings that they are supposed to be engaged in!

Advice to Management

- Remove toxic management and employees - put them on the roof or give them severance and send them on their way. - Increase pay and compensation to actually be competitive with other companies in the Bay Area to help retain talent. I don't know where the HR are getting their numbers, but remuneration packages are not competitive.

Lack of concrete direction and strategy from executive and senior management leads to entire site scrambling for goals and direction every year.

18 February 2019

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28 December 2018

Does there seem to be diversity at Roche?

Pros

Strong financial background, good benefits

Cons

Very limited international career options. Lack of cultural diversity in the global organization

Lack of cultural diversity in the global organization

28 December 2018

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3 December 2020

How is management perceived at Roche?

Pros

Great senior leadership, fantastic colleagues & peers, excellent patient-focused mission, outstanding reputation in the field. Working at Roche will open a lot of doors beyond given the brand and threshold required to gain employment. Everyone in Dia wants to work at Roche, so when jobs become available you're competing against the best of the best.

Cons

Each manager I had at Roche was a good individual contributor, often a leader among peers, but a terrible at managing people. Roche has a tendency to promote people who deliver results and view management as a way to give a career path for top performers, instead of carefully considering management roles for people who have skills for the role. This is likely common in most industries, but I found middle managers at Roche to be obsessed with their own personal career ambitions as opposed to being considerate of those of their team. Some were boldly two-faced, showing their best side to their peers and superiors and worst to the team below, and often the only forum to account for this is the 2-year GEOS survey. But often middle managers fire employees to game their own management ranking, which has the added effect of ensuring subordination of those who remain on the team. That said Roche is extremely progressive in their HR policies, I would not be surprised to see them calibrate this over time, and Roche also offers phenomenal leadership development programs and continuing education to help build soft skills. The problem is the self-centered middle managers who are only thinking about their next career step, and a lack of opportunities for candid manager feedback outside of GEOS. Pay is also considerably lower than the market rate in the industry, but career opportunities and benefits are top-notch.

Advice to Management

Consider end-of-year reviews where teams evaluate their manager as well. What I found is that managers are gaming the 2-year GEOS survey where they weed out the ones who are likely to give them low marks and justify it by any means possible, then fake like they care about the team in the lead-up to the survey. Instituting an annual 360 check of the manager, or even biannual, could force those self-centered managers to focus on team needs more consistently.

This is likely common in most industries, but I found middle managers at Roche to be obsessed with their own personal career ambitions as opposed to being considerate of those of their team.

3 December 2020

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35 English questions out of 35