Foster Farms Employee Reviews about "foster farms"

Updated Oct 6, 2021

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Found 18 of over 265 reviews

3.5
63%
Recommend to a Friend
86%
Approve of CEO
Foster Farms CEO Dan Huber (no image)
Dan Huber
44 Ratings
Pros
  • "good benefits, the hours are fine(in 14 reviews)

  • "Good people and decent benefits(in 14 reviews)

  • Cons
  • "Foster Farms does not care about their employees(in 11 reviews)

  • "No culture and work life balance(in 9 reviews)

  • More Pros and Cons
    Pros & Cons are excerpts from user reviews. They are not authored by Glassdoor.

    Reviews about "foster farms"

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    1. 5.0
      Current Employee, less than 1 year

      good job

      Oct 6, 2021 - Packer 
      Recommend
      CEO Approval
      Business Outlook

      Pros

      foster farms is a good company

      Cons

      there isn’t much of a con here

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    2. 5.0
      Current Employee, less than 1 year

      Great company to work for

      Aug 25, 2021 - Production Supervisor in Fresno, CA
      Recommend
      CEO Approval
      Business Outlook

      Pros

      Foster Farms is a family owned company which is why it has kept and retained employees throughout the years. I love working for this company because they care about there employees and you don't see the corporate greed like other companies. The benefits are great, you get to have days off when you need them and you are also treated like family. Upper Management is great and you don't have them breathing down your neck at every instance.

      Cons

      Pay could be better as well as shorter hours.

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    3. 3.0
      Current Employee

      Lots of work no set weekend schedule

      Aug 5, 2021 - Pool Employee 
      Recommend
      CEO Approval
      Business Outlook

      Pros

      Lots of work avaliable for both day shift and night shifts Higher then average pay Over time is always available

      Cons

      There is no set weekend schedules and is mandatory The majority of workers are not foster farms employees It's very hard to move upward from line jobs The pay is higher to keep people from quitting

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    4. 5.0
      Current Employee

      Great

      Jan 23, 2021 - Brooder Crew in Delhi, CA
      Recommend
      CEO Approval
      Business Outlook

      Pros

      Great company to work for

      Cons

      I love working for foster farms

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    5. 5.0
      Current Employee, more than 10 years

      I was back up lead person.

      May 6, 2019 - Ossid Operator in Livingston, CA
      Recommend
      CEO Approval
      Business Outlook

      Pros

      I started work at foster farms at 2001 I enjoyed my job.

      Cons

      Every thing going good

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    6. 1.0
      Current Employee, more than 5 years

      Don't work there

      Dec 12, 2017 - Blast Pusher in Fresno, CA
      Recommend
      CEO Approval
      Business Outlook

      Pros

      The employees are some great people

      Cons

      Foster Farms does not care about their employees

      1 person found this review helpful
    7. 1.0
      Former Employee, more than 3 years

      Dead end job if you are an MBA or professional manager.

      Aug 31, 2016 - Anonymous Employee 
      Recommend
      CEO Approval
      Business Outlook

      Pros

      Work life balance was off the charts. Overall good people. Family owned means you are not beholden to Wall Street, quarterly targets, etc.

      Cons

      Before you read this, go back about 12-18 months and read those management reviews. Predictions were made that came true: 1. Half of the marketing department is now gone, including a Senior VP, 2 senior managers, a Manager, and several ABMs. Finance, r&d, and QA have also lost leaders. This is because the company doesn't value it's top performers (note to HR: the fact that you moved "our people" to the top of the values chain but did absolutely nothing to support that is disgraceful). Ron Foster followed the old school philosophy that people should be happy that they have a job and that above and beyond performance should not only be not rewarded or recognized, but actually reviled. If it wasn't him and his small circle of corrupt chief executives coming up with the idea, it wasn't a good one, even if it ended up turning completely failing business units around. 2. Bonus tanked from 150 to the 90s in the span of 6 months, driven by incompetent leadership. Price of grain has apparently rebounded, which may turn that number around. But if you want to join a company whose success is based on luck, you probably aren't reading this. 3. Bad behavior continues to be rewarded. The ever corrupt operations function has seen numerous promotions despite their gross unethical behavior. Case in point: operations costs out products much higher than they actually cost which inhibits marketing and sales ability to price and promote right. Then one of 2 things happens: there is a successful launch and operations claims a large cost favorability at the end of the year, so they look like heroes, or 2) the launch fails, and marketing is nailed to a cross for not succeeding. Either way, operations wins and has undue influence on the rest of the organization, including influence on who in other functions gets promoted (never a positive influence). These are the same folks who don't believe in consumer data, are hostile in the weekly supply and demand meeting (literally screaming and cursing at other functions), say no to great ideas, and yet, are the same people responsible for multiple health code violations, bug infestations, installing equipment that has resulted in drastic product quality compromises (my wife won't even buy foster farms ground turkey anymore because it is so drenched in water and discolored from the new chiller system). And yet promotions all the way to C level abound for these folks while the rest of folks are condemned to wallow away in their roles for all eternity. 4. There is still no career pathing and all of the people who were trying to champion it are now gone. If a position opens up, they will not promote you. When they hire you, they will treat you like gold (anything to get you in). But you will be instantly forgotten, no matter how much you sell, no matter how great your ideas are, no matter how much you grow your business or money you save. They will always look to the outside. And that is why they have a skeleton crew right now. Every employee is ultimately expendable, but this company takes it to a new level. Not only will your great work not matter, but when you try to make a case to move up, they will resort to the lowest of low tactics to demoralize you and put you in your place. For instance: a role recently became available for a promotion. The qualified employee applied. He/she was told they needed to interview. Well, that person was scheduled for 6 interviews over the course of 2 weeks and 4 days, was stood up for the 1st interview by the hiring manager, was given a 5 minute rushed interview by the CEO, a hostile interview by one of the VPs, and a sales leader called this employee's former VP at a different company who was his/her boss years ago when the person was a new hire out of business school to get perspective. Basically they were determined to try to find a reason not to promote that person. And so he/she left, easily based on their business results. But this sort of thing is par for the course at Foster Farms. And that's why there is no one left. The smart people are gone. There are still wonderful people there, some who have been in their roles for over 10 years without promotion. They are still holding out hope that maybe the new CEO will fix things. I hope for their sake she does. But if you are considering a job here, be very afraid. This company's culture has been so run into the ground that it will not change overnight, new leader and all. 5. Be very wary of positive reviews on this site. It is HR trying to improve ratings. Ron Foster had a 50% approval not 6 months ago. Now it's 68%. And things have plummeted in those months. Mass exodus, bonus tanking, cultural upheaval.

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      16 people found this review helpful
    8. 5.0
      Former Employee

      Great company Great People

      May 25, 2016 - Project Engineer in Delhi, CA
      Recommend
      CEO Approval
      Business Outlook

      Pros

      I recently left Foster Farms on the best terms to go work for an engineering firm closer to home. I was sad to leave Fosters because how they care for their employees and the good culture of the people there. The company has gone to the extend to spend employee hours to work on my behave even though I am not an employee of theirs anymore. Let me explain, Foster Farms assigned a high skilled IT guys to go the my old outlook and pull all my PERSONAL phone contacts so they could send them to me at my request. I am both pleased and happy I have worked for this fine company along such great humans.

      Cons

      I can't think of any con.

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    9. 4.0
      Former Employee

      Sanitation Worker

      May 1, 2016 - Anonymous Employee 
      Recommend
      CEO Approval
      Business Outlook

      Pros

      You get paid every week unlike all the other jobs. I also got one hour breaks some of the time.

      Cons

      Foster farms stink. Sometimes feel like the hours are really long. Kind of hard to get use to

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    10. 3.0
      Current Employee, more than 3 years

      So much potential, but failure imminent

      Aug 11, 2015 - Anonymous Employee 
      Recommend
      CEO Approval
      Business Outlook

      Pros

      The people at Director level and below are absolutely fantastic. Kind, caring, collaborative, motivated, and some, particularly in marketing, Category development, R&D, finance, and creative services at the absolute top of their game. It is a family owned business and one definitely gets a family type culture until one has to deal with the VPs and above. Comp is solid at the management level. Work/life balance is exceptional for those who know how to do their jobs correctly. High levels of autonomy. Amazing brand equity despite recent negative publicity.

      Cons

      The categories in which the company plays are highly vulnerable to external influences, like the price of corn and soy or avian influenza. Hedges exist to insulate a company like this from some of these forces, but leadership foolishly rolls the dice because it got burned once in the past. This results in bonus projections at the beginning of the year that never materialize, which is very disappointing. The product portfolio is not diverse which not only exacerbates the above, but also creates additional vulnerabilities. Foster Farms needs other brands in other categories: it's basically Business or Investing 101. Diversify to mitigate risk. The company has been saying for years that it is going to aggressively acquire other businesses, but to date has not. I will get to why that is a problem later. Still, that comes with the territory and that risk would be fine, given how great the overall culture is at the company, except for one thing: there is absolutely zero career planning whatsoever and the company is not a meritocracy. 2 years ago, the company opened a satellite office in the East Bay to attract top talent and succeeded. Despite the health alert which devastated the business, a few of these new managers implemented new tools and strategies which have turned things completely around. Were it not for AI which has interrupted exports and crashed the chicken commodity market, the company would be rolling in money (and to some extent it still is, as while net sales are down, it is making record profits from non core businesses). But none of this great work goes recognized or rewarded. Exceeding if not shattering goals has absolutely zero influence on getting promoted. If you read other reviews on this site, you see a lot of people say that the company hires you, promises you can move quickly if you perform, and then forgets about you. And that is exactly how it is. Sadly, I think many of these new talented managers know that all too well and will leave the company in short order. Heck, one already has. Pretty soon the company will have a shiny new East Bay office with no one in it, because they didn't do one thing to retain the talent they invested so much in to acquire. This will be particularly devastating in the coming years, because the old guard (and yes, the old boys network is very much alive and well here) will all retire and the company will not have seasoned people to back fill. Now to the old guard: while Director and below folks are great, the VPs and above are like an episode of Mad Men. Rude, unprofessional, horrible with people. They don't believe in data. It's all gut instinct and price, and their guts are highly suspect. Poor decisions are made daily based on short term outlooks, which goes counter to what one might expect from a private company. Bad behavior abounds, from inappropriate comments made to women to unsubstantiated finger pointing to straight up lying (particularly on the sales side). These people need to go. But instead of promoting the younger talent who act and operate in a 21st century business mindset, senior leadership continues to ignore bad behavior and not reward good behavior or performance. When leadership positions open, their first inclination is to look to the outside, instead of creating opportunity for qualified and capable folks internally. It's as if they hire you for a role and expect that to be your job for the rest of your life. I'm sure that works out nicely if you are a VP and make a killing despite your ineptitude, but it's the middle managers bringing the ideas and the chops that are making you richer. So what's going to happen when their rainmakers all get fed up with this and leave? That's right. They stop making money too! One would think that the importance of succession planning and retention would be top of mind for these folks out of self preservation alone. But there is an inherent lack of foresight and valuation of people that infect this lot, so much so that they don't know what's good for them. If the leadership made good on its promise to acquire, this would be a non issue. As such, they need to figure something else out to reward and grow their people. Lastly, the cons explained above are further exacerbated by a power vacuum. Our old CEO stepped down a year ago but still sits in and makes the occasional bad decision. There is infighting among with VPs about who will take the role. This will naturally result in someone important leaving. That is, unless the company hires from the outside, which seems to be their MO. Yet another instance of not growing their own people, destined to only result in more people leaving. having many capable people internally. ignbehavior

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      8 people found this review helpful
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