Graco
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Graco Company Culture & Values
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's the company culture like at Graco?
Strengths in a caring, collaborative environment with visible pride and recognition are accompanied by challenges tied to uneven advancement, inconsistent training, and leadership churn that create pockets of instability. Together, these dynamics suggest a broadly positive culture that many find energizing, while highlighting opportunities to strengthen fairness, development, and consistency across teams and sites.
Positive Themes About Graco
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People-First Culture: Managers are described as genuinely caring and the company “takes very good care of employees,” with strong benefits and perks reinforcing a sense of being looked after. Employees feel welcomed and supported in day-to-day interactions.
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Collaborative & Supportive Culture: Colleagues are often seen as helpful and team-oriented, with many looking forward to interacting with coworkers and noting a great team environment and modern, well-equipped facilities. This collegial dynamic contributes to a positive, energetic workplace where people enjoy working together.
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Recognition, Pride & Shared Success: Employees express pride in the products and in being part of the company, and individuals report being recognized and trusted to do their jobs without excessive oversight. Meaningful, hands-on work and clear ownership foster a sense of accomplishment.
Considerations About Graco
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Favoritism & Inequity: Some teams describe uneven treatment, with favorites perceived to get breaks while others face unfair outcomes, and advancement feeling limited. Variability across sites and managers contributes to perceptions of inequity.
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Knowledge Hoarding & Limited Learning: Onboarding and training are described as inconsistent in places, with some being “thrown into the job” without adequate guidance. This uneven development path can hinder growth and contribute to frustration.
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Change Fatigue & Ineffective Decision-Making: Manager turnover and reorganizations create instability for some teams, with one person citing going through multiple managers in a short period. Ongoing shifts, including operational changes, can add uncertainty and strain to the employee experience.
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