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.