Can be a rewarding place.... But be prepared to be mislead and preached at.
I worked for JCI Saskatoon for about 5 years. I originally accepted a position as a foreman and was given a good wage through the union agreement. Presented with many challenges which I enjoyed, I was rewarded for good achievements financially. A majority of your coworkers will be very pleasant to work with. The company itself is very profit and growth driven, as to be expected for any public traded company. They will do whatever it takes to generate revenue for their shareholders, a good front is put up for ethics and safety, but not perhaps overly truthful when reviewed from within. The greater focus on profit will come over ethics. If you are willing to look the other way a little or wear rose colored glasses... you certainly have an opportunity to advance.
Things to beware; safety is preached by leadership, but not followed by the same leadership (false sense of safety). You will be provided with more than ample safety equipment, but no one to instruct or guide you in the safe use of it (local all the way to the regional safety managers). You will be given a DVD to watch, that will be your safety orientation and you will sign a document/release form of you being oriented.
Leadership will "read" what they are to say to you, coming from the corporate head office during annual events (Vision Week), which perhaps shows that leadership doesn't buy what they are trying to sell???
Overall, they simply lack on being organized. From new hire training/orientation all the way to the
Prosgood union wages, uniforms, safety boots, commission paid on profitable work
Consdisorganization of leadership, inconsistent hours, false front for safety
Johnson Controls Ltd. Leader in building automation systems
I think working for a fortune 500 company in technology is always a winner. If you like structured work environment company leading edge training programs. Working with professional and skilled people. then Johnson Controls Ltd is a good option . The only setback i would say for such an established company is that the management and technical support structure of the company is very well structured and organized. and Management in such a large organization will have multiple stakeholders to report to , so there are many stakeholders involved and if you missed a day off work of reveal weakness in your performance, then it will come out very quickly through the stakeholder meeting and review process and you will mostly end up losing or damaging your career for your mistakes and mishaps. It is like working for the military or government agencies where every step you take is being reaudited and scrutinized so my suggestion is to take your job seriously and ensure all the stakeholders involved is satisfied with your performance in order to receive a good review and advancement opportunities. furthermore, because of such an organized structure, people social skills are fundamentally important to lead you to advance to the next level of your career.
Prosprofessional work environment and people
Consorganization is very structured. there is little opportunity in creativity
Communications Coordinator | Toronto, ON | Apr 18, 2019
Do not work here unless u want to be put down
I worked at the Toronto location as a communications coordinator for a year and i hated it. some of the coworkers were nice but there was this supervisor who seemed to be mad at everything. he acts cool but trust me hes terrible when one little thing goes south. there is no room for growth. Someone had to be there for 20 years before they gave him management position. Management only cares about themselves and i think thats why the supervisors act and treat the people under them horribly. Anger management should be part of the whole work culture. The pay is okay. I regret working there. They treat you nicely when you a newbie but as time goes on you will discover things on your own. Its a good place to work if youre the i dont give a hoot , am there to make my money and thats it type. You cannot work there if youre a softy because you will always cry and stressed . you need to have a tough skin to work with them . Goodluck
ProsWeekly okay pay, somewhat nice coworkers
ConsTerrible management and supervisors. Stress level goes up when finally adapts to work culture, Talk less about yourself
• Install /Configure fire/security systems which utilize both core and third party fire/security/electrical technology as defined by the project specification or on retrofit projects while maintaining quality and ensuring customer satisfaction.
• installation/service Door Hardware.
• Assist experienced personnel with solutions to systems problems either troubleshooting the system or advising others on how to resolve problems.
• Continuous proactive customer interactions including an in-depth understanding of customer(s) needs wants and systems currently in place.
• Assist in monitoring project execution plan.
• Order material from both internal sources and /or external vendors,and expedites as necessary.Ensure timely delivery to appropriate location
• Adhere to safety standards and local and national codes, with a high degree of regard to employee and subcontractor safety.
.we all work as a time
.really enjoy working for JCI our leaders a very help full
J'ai travaillé bon nombre d'années pour cette entreprise, je n'avais pas l'impression de travailler puisque mon emplois me passionnait. en 4 ans il y a eu fusion de simplex à Tyco et de Tyco à JCI. La première fusion n'étant pas assimilée après 2 ans, quand l'autre est arrivée ce fut l'horreur. La direction qui était humaine et prêt de ses employés s'est fait remercier pour y installer des gens qui travaillent seulement pour leur carrière. On appel ces gens des ''boss'' et non des leaders. Je n'ai jamais vu autant de départ en si peu de temps et l'hémoragie continue encore à ce jour. Les ''boss'' restent en place et les bons employés s'en vont ailleurs.
Surtout, un preuve de manque de respect envers les gens qui y travaillent, les nouveaux arrivés sans expériences ont un salaire plus élevé que ceux qui y performent depuis des années.
Leurs clients sont livrés à eux même, bref ce n'est pas une compagnie que je recommande.
ConsLa direction, la culture d'entreprise, la négligence des clients
When I got to JCI, it was great. Benefits package was top notch, I got all the hours I wanted ( I grind hard for my money), and I am fortunate to have learned from some of the greatest in the industry.
Corporate people... Yeah they're pretty much hot trash. They look for every way possible to just line their pockets and take out of yours. They don't care if you get sick, they say they care about your safety when the reality is they just don't want to deal with potential law suits. Covid hit, hours got cut to JUST above the minimum level so they could collect that government money, couldn't use sick leave, pto, vacation time, nothing. If you had to take the time off, you simply didn't get paid. Cut the 401(k) matching. Didn't come through on incentive increases that were literally told to our faces were locked in guaranteed and done then lied about it for almost a year...
I love what I do and at this local office level, I couldn't ask for better co-workers. Anything outside of that and I can't speak well if this company
I can say with confidence that the company has a wonderful corporate structure and excellent corporate culture. However, the business is left primarily to the local leaders to ensure employee engagement, business strategy, personnel hiring and firing, pay raises and local leadership is determined primarily by internal hires through performance. If you excel at your job, you can get promoted regardless if you are a good fit. Many leaders in the organization would have been better off not taking positions they were not fit to hold. This causes poor culture and poorly managed regions and A LOT of turnover.
It is a great company to start with for excellent training (for a resume).
It allows for a good stepping stone to negotiate for much higher pay at competitors.
The company has a lot of internal politics locally and corporately, be careful.
ProsBase salary, health care, lots of movement internally
ConsUnder-trained middle management, lot of turnover, not competitive pay or commission
Nice company until corporate decided to joint venture in order to exit the automotive business.
After many years in the auto industry the corporate decided to initially joint venture with a chinese company in order to eventually get rid of their interiors automotive division.
It used to be a great place to work,for the last 5 years the Whitby business unit management become a close club of people holding the key positions and deciding the fate and career advance of their subordinates. eventually the work culture turned in a toxic environment place where salary staff lost all the motivation.
HR management the worst ever seen in all my career.
ProsGreat place to gain experience, Confidence to deal with stress and meet tight deadlines, After work in the automotive industry, The work pace in any other manufacturing industries is a breeze
ConsLittle training or mentorship, Inept middle management, Little opportunity for advancement, Rife with nepotism and favouritism
High turnover rate. Lazy management. Unprofessional HR
Even before I stared I was weary about reporting there for my first day. I got a bad vibe but I ignored it and showed up anyway. Seems that my bad vibe was correct. The training was non existent. I had to learn most things myself. Stumbled through my time there never knowing wht they want but hearing complaints when they did not get what they want. I became discouraged and disgruntled real quick. The atmosphere was very negative and the staff were unhappy. They force everyone to work 48 hours a week so there was a lot of burn out. I guess the way the staff there kept themselves happy was by petty back stabbing and throwing people under the bus. It did not win them any favours but I guess that it kept them amused. Glad to be gone from there. I should have listened to my instinct and not accepted a job there.
Calm environment to work at even when things are not going so well.
Review KIP's first thing in the morning. I follow-up on any start-up issues first thing in the morning. Verify my manning to ensure we have the right team members in the right places to cover customer demand.
Assist my team in the proper manor, to conduct scrap reduction meetings, and how to engage their support groups.
Encourage my team to continuously look for improvement opportunities.
Daily production meetings, where I would update the management team on issue around production. I would sit with the appropriate manager to talk about production improvements whenever needed.
Excellent team to work with, we have fun doing what we all love doing.
When you feel that you did all of the right things to reduce scrap or increase OEE and the results are not what you had expected. So you take a moment regroup and put together another plan to achieve the goals.
Customer Service Representative | Manchester | Jan 26, 2020
A multifacted, challenging role - not for everyone
My shift was the "5-day shift rotation pattern", which is the (mostly) daytime only shift pattern, which I believe is roughly defined as being any given 9 hour period somewhere between 7 AM and 7 PM. On this shift pattern, it is a 40 hour week which includes working 5 days a week total (sometimes including weekends). A typical day entails answering roughly 200 phone calls, give-or-take and dependent on your confidence, skill, and other sundry factors. This includes two 10 minute breaks and a 1-hour lunch break that can be no more than 4 hours apart, so this essentially means you're working day is 7 hours 40 minutes long in total.
What I learned was how to use service booking software and alarm monitoring software. The software that's used for booking engineer visits is called SMS (Service Management System) which is a rather outdated, and occasionally slow, keyboard-only program that will most likely take at least 1 month to get used to using to the point of any reasonable confidence, at least in my experience. For the first month, it will likely be the case that you will be taking calls and panicking on getting the right thing done on this software as it is a bit of a learning curve. I will advise you to try not to worry (although I'm aware this can be easier said than done), try to be professionally assertive on the phone. Should the customer begin to get impatient, simply explain that you're new and still learning. I found that it genuinely DOES help to do this. The mo
If You're Fresh Out of College You Might Want to Read This First
I worked as an intern for Johnson Controls for years prior to being hired full time. And what made me join the company was solely because of the people at my branch. I didn't have a huge passion for HVAC but they were extremely nice and easy to get along with. But my biggest mistake was that interning for a company is far different to being an employee.
When you're an intern you can write off any issues you have because you have to be there for only a few months and once you get tired of the position, it's almost time for you to go back to school anyway. But when you're full time not only is that company a big part of your life now, but the responsibilities go up significantly. And I had to learn that the hard way.
My biggest issue with Johnson Control was that they were extremely unorganized when it came to training new recruits. This wasn't just a branch issue but a company wide issue. The training programs were out of date and did very little to teach me about my position. Not to mention once covid happened they just cancelled it anyway.
And while I loved my team, it was very easy to tell that my coworkers and management team had no idea how to train a new employee. I couldn't help but feel neglected. My coworkers didn't feel too strongly to help me out with my work. As they rarely came to check in on me with projects they assigned to me, and when I did work up the courage to ask for help, often they would just forget about me a few minutes later. Requiring me to
Where do I begin, the Interview process was simple, but tricked into how far you actually have to travel to certain places, they claim that they will pay for your parking and tolls. You can ask how to set up an app to get refunded but they do not demonstrate or tell you how, they just tell you to just "call this guy" who never picks up. The apps that they use to show you've arrived on site and the locations of the places are usually wrong and give you a completely different address. Also if you do not show you have arrived on site a call from a supervisor was sure to follow immediately with no so much concern about you personally but why haven't you logged in yet. This also cuts away from work time to log in an establish your location, the time you started, and all other things that aren't relevant, then the costumer doesn't understand why us workers aren't testing till 7:30 or later because we have to follow up these apps. Also you can get suspended if you are reported for talking on your phone wile driving, most of the time it was management you were talking to and then forced to to a safety driving seminar. In 6 months I have put 30,000 miles on my personal car, the management is so uncoordinated, I would leave my house around 5:45 - 6 am to be at a job that starts at 7. I would travel a good portion of the state, to help a lead inspector, only to be told minutes after arriving that I need to go somewhere else, usually a good 30 min+ drive away. Some lead inspectors take
ConsManagement, Timing, Promises, Traveling in Personal Car, Not Up to date apps, Work-Life Balance, Inconsistent destinations
Engineering Project Manager | Canby, OR | Jan 10, 2015
multiple tasks for overall rating
Lean Engineer/Project Manager (2010 – Present)
High profile project manager and lean implementer charged with training and implementing the activities for team members that were assembled to produce automotive batteries in conjunction with ensuring production standards, preserving quality standards, monitoring machine specifications and assembling daily reports.
Spearheaded numerous critical projects that impacted quality control, inventory control, 5S related issues, and safety.
Held numerous kaizen events involving 5S activities, quick changeovers, and waste walks.
Instrumental contributor to teams that were assembled to maximize the efficiency of corresponding safety and quality programs
o Observe and maintain inventory levels in response to plant needs
o Manage several employees with regards to their typical day to day responsibilities
o Provide employees with the resources they need to be responsive to both inbound and outbound needs via trucks and rail, to plant and corporate entities
o Maintain relationships with suppliers and landlord, negotiating expectations from both parties, while staying within the scope of lease terms.
o Spearheaded many projects involving contractors, requiring my necessity as a supervisor to many contractors. Typical projects included:
Specific accomplishments as Le
Prosexcellent benefits, plenty of resoures, exposure to multiple plant environments
Conspoor support at times, unclear objectives, and and poor retention rate
I wanted to wait awhile before responding to Indeed's requests for feedback. I hoped that after all the dust settled, I would have gained some perspective on my time with Johnson Controls. This is just one person's opinion and you can choose to take as you wish.
JCI has three domains; Fire, HVAC & Security. I have nothing but good things to say about the people I met, spoke & worked with from the Fire & HVAC sides of the house. To be fair, I'm only observing these departments from a distance. The same cannot be said for the Security side (formerly ADT & Tyco). It was apparent during the "all hands calls" that the HVAC & Fire domains paid the bills, and Security was the step child. Subsequently the training and information was focused to benefit them.
The first few months were decent, mostly training videos and a few opportunities to shadow with my tenured colleagues. Finally received my company car (that you pay $240 for) after 6 weeks. I really enjoyed getting out and meeting the clients in my territory. The formal training focused heavily on sales techniques and the sales process and touched briefly on the product offerings and skimmed the programs/software we would be using to conduct daily business (writing proposals/estimates & booking jobs). The programs were old and always locking up, you'd never know if it was something you did or if it was the program. There was definitely a learning curve to the aged software and only a few people that understood it enough to tea
ProsFlexible schedule, company car
ConsManagement, culture, pay and work life balance.
• DISPATCH TICKETS (CBD-6bldgs WCK-12bldg at present)
-REACTIVE- approx 20-30 tickets daily, w/follow-up comments, man-hrs, admin complete all input to system
-PPM- approx 350 tickets monthly spread out daily, w/follow-up comments, man-hrs, admin complete all input to system
-Manuel entry of Reactive tickets for above and beyond, non assigned task tickets site wide.
MAXIMO- +5HRS DAILY
-Create work order
-Create purchase order
-Request signature approval to correct site manager (via email or in person)
-Unapproval of Po for invoice adjustment. Email confirmation to requestor.
• LOG PO ACTIVITY
-Log all po activity of creation to invoice
-Vendor contact for invoices to pay
- Po adjustment request to match invoice. Approval to site managers, Adjust in system
-Signature approval from site managers, forward to P2P to record. Save electronic copy and file hard copy
• FILEBOUND- RESOLUTION TEAM
-Emails from team requesting steps of correction to be done in Maximo for invoice payment, follow-up emails of task completed.
TIMESHEETS- 1HR DAILY
• Log times
-Verify and get approval from site supervisor of times
- OT Justification log, daily entry and scan at week end to Time entry person, Save electronic copy and file hard copy
-Reg daily hrs log, daily entry and scan daily to Time entry person, Save electronic copy and file hard copy
TRAVEL ARRANGEMENTS / EXPENSE REPORTS- +2HR WEEKLY
• Travel arrangements- multiple manag
I worked as a counter sales associate and honestly liked the job, a lot. Great benefits and work hours and decent pay but without question, the worst manager I have ever worked for in my career. I should say management in general because even the manager's manager wouldn't back you up regardless of whose was at fault.
As I mentioned, I really liked the job and the customers and I think most of them liked me. I received many awards and certificates of appreciation while at JCI for outstanding customer service. I performed all the functions described in the position and feel like I did the job well. My downfall, a lack of HVAC experience which is why I had to "chime in" considering nowhere in the ad did I see mention of HVAC experience required. When I interviewed for the position the manager knew I didn't have any real HVAC experience but what I did have was a great customer service background and a great reputation for getting the job done and always making sure the customer was satisfied.
The formal training for such a large company is very lack luster, in fact it's not there at all. The manager had many years of experience working for a couple other HVAC manufacturer's. As I mentioned I didn't really have any HVAC experience and they provided no training except giving you manuals and I am a hands on person. I can't do something once every couple of months and expect to remember all the details without my "cheat sheet". When I used that, I had no issues. The problem is
Current local management is disengaged from sales team. No guidance, no training, lack of fairness, no help. Promises made and rarely ever delivered. Major changes made without notice.
Beware this is not an outside sales job which it should be.
Management would rather have you in the office than out selling. Instead, scheduling ineffective sales meetings. Management lacks knowledge of the position, industry and especially sales skills. Do not expect help, there will be none. One sales team member was without a working computer for 4 months while being expected to still perform their job. Also they say you have a territory....you don't. Other team members will be calling on your supposed customers or management will just decide to switch customers around without your knowledge. Beware management will promise you a local territory but you will be left with what the other sales team members do not want. However it will be sold to you in your interview as there is so much opportunity! Also local management will not allow sales team members to make sales decisions on their own when selling to current or potential customers regardless of experience. Expect to have both hands tied behind your back and waiting for a decision from local management if it is worth the company's time to pursue a sale (by that time the customer has made the decision to go with another company). If a sale/customer is of significant size expect that management will insist that they need to have separat
ProsJohnson Controls (name)
ConsPoor local sales management, false opportunities, cant make own sales decisions
At the beginning of my time with the company I really enjoyed my job. I loved helping customers, and felt I was doing something to assist the communities we supported. When COVID hit I had the opportunity to work from home, and in the beginning there were several glitches to getting started. Although the issues are finally getting to the point of being resolved, there is also an issue with a lack of management support while working from home. Then, to find out that new employees are making more than seasoned ones, and getting offered a “hazard bonus” while the employees that have had to remain on site the entire time have not received such a “bonus” is demeaning at the very least. It seems as though a multi million dollar company should consider more options to keep all staff safe, while I was personally lucky enough to work from home, several colleagues were not, and multiple were diagnosed with COVID 19 and NOT compensated during that time unless they had sick time available.
The lack of support for staff that were diagnosed with COVID or hand a mandatory quarantine period makes it hard knowing that there is a substantial risk of going to work. When our laptops are not working for whatever reason, we have to go into the office. At one point I know a colleague who began showing symptoms while waiting for her computer to be fixed and was placed on quarantine. After TWO negative COVID tests she was required to remain quarantined, and could not work for the two weeks as the l
ProsCafe on site, paid training, benefits starting day 1
ConsLack of support post-training, COVID-19 risks
Questions and answers about Johnson Controls
If you were to leave Johnson Controls, what would be the reason?
Asked Feb 12, 2018
Terrible management and horrible attitudes in the office. Very toxic.
Answered Feb 8, 2021
Really bad management and team leads. You will be miserable here
Answered Oct 27, 2020
What are the working hours at Johnson Controls?
Asked Mar 3, 2017
O&M in Ottawa is whatever number of hours they want you. Don’t mention
14-18 hour days are too long or you will be fired. Stay away !!!
Answered Sept 5, 2018
Ajax-10 hour days. You are told production is more important than family.
Answered Aug 11, 2018
What is the interview process like at Johnson Controls?
Asked Mar 3, 2017
They promise you things they never intended to give you or will ever give you
Answered Oct 27, 2020
It takes up to 6 weeks to get on board. Security checks, background checks, ton of managers to go through.
Answered Oct 8, 2019
How has Johnson Controls responded to the COVID-19 outbreak?
Asked Jul 22, 2020
Fired a bunch of great workers at the beginning of covid for 'restructuring '. Give them 10-30 years of your life and they will cut you loose to save money.
Answered Nov 5, 2020
They do a lot of talking and a whole lot of no walking. Complete joke
Answered Oct 27, 2020
On average, how many hours do you work a day at Johnson Controls?
Asked Apr 9, 2019
8 hours and usually unpaid overtime. Depending if they like you, you might get your overtime paid. Otherwise they will continue to pile the work on and not care how long you work.