Graco
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What It's Like to Work at Graco
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 it like to work at Graco?
Strengths in team support, comprehensive benefits, and competitive compensation are accompanied by challenges in management consistency, training depth, and localized culture issues. Together, these dynamics suggest a generally favorable employer reputation with meaningful variability by role, site, and manager fit.
Positive Themes About Graco
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Team Support: Colleagues are often described as helpful, high‑quality, and enjoyable to work with, creating a positive daily atmosphere. Many look forward to team interactions in clean, organized settings with supportive management.
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Benefits & Perks: Benefits are characterized as comprehensive, including medical, dental, vision, life and disability coverage, paid time off, parental leave, and wellness resources. Retirement and ownership programs such as a 401(k) with company contributions, an employee stock program, and stock grants are highlighted as meaningful.
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Compensation: Pay is frequently described as competitive across many roles. Employees point to solid total rewards alongside benefits as a reason to join and stay.
Considerations About Graco
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Weak Management: Experiences range from supportive and hands‑off to reports of unprofessional conduct, micromanagement, and uneven communication. Some groups describe a “good old boys club” dynamic that can affect trust and advancement.
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Limited Development: Training quality is reported as inconsistent, with some new hires feeling unprepared or “thrown” into roles. Advancement paths can feel unclear or slow in certain functions.
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Toxic Culture: Isolated pockets are described as “horrible” or “toxic,” including favoritism, inequitable treatment of temporary workers, and morale concerns. These issues appear team‑ or site‑dependent, contrasting with positive experiences elsewhere.
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