GenScript reviews about "training"

Need to take pressure from uper management's expectation in Sales number.

It would be appreciated if management and HR worked together to further the linear trajectories for some of the positions at Genscript. There seems to be some fast ceilings on some of the positions which requires employees to travel laterally in the company ( to a different department for example) to grow your career past a certain point. It would be nice for the company to invest in some of the account management positions to develop more roles, as some of the positions have very broad responsibilities which may be better utilized by dividing up between specialized employees. Compensation is lower on all accounts compared to the market in similar roles.

Workload can spike during busy seasons, and cross-team communication can be inconsistent.

1. The onboarding training could be significantly improved. As newcomers, it takes time to adapt to a company’s work environment and procedures. That’s why there’s a three-month probation period. Expecting employees to master everything within a week is unrealistic. 2. The office morale was quite toxic. Some staff members were vaping indoors, blaming colleagues unfairly, and even shouting at their desks, creating a stressful work environment. 3. Managers, please provide more support to new joiners—we truly need your guidance and help.

One of the worst training/onboarding process ever encountered. Training process is predominantly via word-of-mouth, without any reference to actual SOPs. There is no such thing as a standardized production workflow. Different operators have different production preference. Hard to explain yourself without sounding like you are trying to shift the blame onto your trainer for not teaching you the so-called 'correct' method. A severe, severe, severe lack of emphasis on proper training. Poor feedback process. Certain seniors don't really advocate for open communication. Hard to improve on your shortcomings when they skirt around this topic when being confronted. Non-compliant manufacturing facility with little to none cGMP and GDP workflow. Digitalisation/automation aspects are still relatively underdeveloped. Jarring process issues are entrenched within the whole department, causing negative ripple effects for the downstream teams to face. Career longevity is dependent on the team that you are assigned to. Certain team has a high turnover rate for a reason.

The workload can be high before holidays when many clients submit requests, but there are also slow days. The good news is that the more orders we have, the more bonus we get.

-A significant number of supervisors, team leads, and managers primarily speak Mandarin or Chinese, with limited English proficiency. This creates a substantial language barrier for English-speaking employees. -If you don't speak Chinese, you're much less likely to receive direct training or guidance from higher-level staff. -New hires who speak Chinese are often trained directly by supervisors, while non-Chinese speakers are typically trained by peers who may have only been in the role for a short time themselves. -This uneven training dynamic can set non-Chinese speakers at a disadvantage in terms of performance and promotional opportunities. -The order system is entirely in Chinese with no full English translation available, making it harder to navigate for those who don’t read Chinese. -Communication gaps can lead to confusion, inefficiency, and frustration. -There is very little room for mistakes. The work culture tends to focus on assigning blame, even for errors that are due to unclear instructions, systemic issues, or miscommunications—not the employee’s fault. -Feedback can be inconsistent, and expectations may not always be clearly communicated. -There is very little room for error. Mistakes—often due to poor training, unclear instructions, or reagent and equipment issues—are frequently blamed on employees regardless of fault. -A blame culture exists: accountability is often misplaced, and employees may be publicly or unfairly singled out. -As a result, some team members (even those who speak English) are reluctant to train new hires. They don’t want to be held responsible if the new person makes a mistake or have to stay late to fix it.