Pros
- The brand name carries global recognition, which can look good on a CV. - Exposure to the medical devices sector and interaction with hospitals and healthcare stakeholders. - Some teams outside the region maintain high professional standards.
Cons
- Leadership culture in the Dubai office is inconsistent with Stryker’s global values. Decision‑making often lacks transparency, fairness, and professionalism. - Internal politics overshadow performance. Advancement and recognition seem driven more by personal alliances than merit. - Communication is poor and often unclear. Expectations shift frequently without proper guidance or support. - Employee well‑being is not prioritized. High pressure, limited support, and a reactive rather than strategic approach to challenges. - Onboarding and development are weak. New employees receive minimal structure, making it difficult to integrate or succeed. - Feedback culture is ineffective. Concerns raised by employees are often dismissed or not acted upon.