Amgen Reviews

Pros

Some of Amgen's core values are diversity inclusion and being respectful to everyone. These values make for a great work environment where you feel valued. During Covid pademic, senior leaders at Amgen made many policies to ensure flexibility, work life balance.

Cons

Working remotely can make one feel a bit disconnected from the hub of activities.

Pros

Nice to work with company

Cons

Company's Timming is uneven. Hope it gets better

Pros

Culture, work life balance, benefits, opportunity to grow

Cons

No cons as such to detail here.

Pros

Best place to work...best management...opportunities to work cross skills

Cons

Personal life is not balanced..too much work..

Pros

The timings were flexible and good bonus

Cons

logistical support was a nightmare

Pros

Good atmosphere with good management and scope of knowledge enhancing

Cons

nothing downside in terms of working culture

Pros

good work life balance, good exposure

Cons

small salary increments, some beauracracy

Pros

Good pay, transparency, good products

Cons

No much importance to code of conduct

Pros

The people working at Amgen are awesome, I will miss them a lot. They are helpful and collaborative, if overworked. I made friends there that I will continue to keep in touch with after I leave.

Cons

Amgen seems to big for it's own good. There is a lot of bureaucracy, and upper management does not seem in touch with those doing the hands on work. They also hire many contract workers without benefits. The work is pretty limited to a small portion of the process development. Ideal for those who have specialized.

Pros

I would like to bring to your attention the issue of high turnover within my team. Over the past few months, I have lost 5 direct reports to other companies, solely due to the reason that they were offered higher salaries. This has created a significant challenge for my remaining direct reports, as they have had to take on additional responsibilities and work harder to ensure that we meet our targets. In addition, with the constant influx of new team members, my remaining direct reports have also had to dedicate their time to training new hires, which has further added to their workload. The high turnover rate has not only impacted the productivity and morale of my team but also poses a risk to the overall success of our organization. I would like to propose that we take a closer look at the compensation and benefits packages that we offer to our employees, in order to remain competitive and attract and retain top talent. I am committed to working with you to find a solution that will address this issue and ensure that we maintain a high-performing team. Thank you for your attention to this matter. Sincerely, [Your name]

Cons

I would like to express my concern regarding the loss of our most valuable talent with 10-15 years of experience to companies like Kite and Moderna. Currently, we do not have a talent retaining strategy in place which has resulted in the loss of hundreds of brilliant employees to other organizations offering higher salaries. To address this issue, I would like to propose a talent retaining strategy that includes making counter offers or matching other companies' offers when retaining our talented employees. It is essential that we recognize the value of our experienced employees and take measures to ensure that they stay with us for the long-term. Internally implementing a talent retaining strategy would require us to match the offer of our employees who are considering leaving. This may cause a temporary imbalance in our salary matrix, but it can be adjusted and financially engineered to ensure that we maintain a fair and equitable compensation structure. In conclusion, I strongly recommend that we take immediate action to address the issue of retaining our most talented employees. It is imperative that we implement a strategy that recognizes the value of our employees and creates an environment that fosters long-term growth and success.