2024 Survey Response Data

Below is the complete set of employee survey responses presented in an interactive table format. You can search to quickly locate specific feedback using keywords or phrases – only related responses will be displayed. You can also sort by column with one click.

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NPS Score WORKING at ABI	Why did you select that as your score?	What is one important improvement ABI can make?	NPS Score RESPECT & INCLUSION	Why did you select a score of (n) about respect and inclusion?	NPS Score BELONGING & VALUE	Why did you select a score of (n) about your sense of belonging?	Other Comments
5	Over the last year or so, the enjoyment I feel for my job has diminished and has been replaced by stress and frustration. The last couple of years has seen the business grown which is excellent, however, it has not been without some growing pains. Everyone’s day-to-day activities have been impacted over the last year by 2 new system implementations, ERP and eQMS. The goal of implementing these systems, in particular the eQMS, is to streamline processes and make things more efficient. However, at this early stage of the eQMS, people are frustrated because they are not seeing efficiencies but more complicated processes that take longer to complete. The selected “Best Practices” may not necessarily be the best practices for both sites. This adds to user anxiety as it consumes valuable time from their already busy days. Unfortunately, the eQMS project has also caused considerable tension between the 2 sites (ABI and PBI). Communication needs to improve between sites. There are times when poor communication or lack of consultation leads to misunderstandings and inaccurate assumptions. This in turn leads to frustrations and increased tension as well as a sense of exclusion (i.e. “why were we not asked or told about this?”).	There needs to be some improvement in work-life balance. Too often, employees, in particular managers, work evenings and weekends to keep up with the day-to-day activities and many projects.	8	I do not feel excluded or disrespected due to my background or identity.	7	The team here at ABI are fantastic to work with. Everyone gives it their all and works together to meet the on-going demands of the business. Our Social and Wellness Committees create a fun and inclusive environment for everyone. There is at times, though, an “us vs. them” mentality between ABI and PBI which is unfortunate as this does not promote a sense of belonging or teamwork.
3	Compensation: 2-3 days of our vacation days are taken away every year for a forced shut down. Our benefits have also decreased coverage of important treatments such as dental cleanings. Overall salaries are fairly low for employees who have worked for the company less than 10 years, resulting in high turnover. Unfunctional Equipment: Numerous issues with equipment which takes time away from completion of lab tasks. Highly expensive equipment, like the STA-R Evolution, run in to issues every other use delaying testing, taking away useful work time, and causing frustration to lab workers. Need more reliable equipment, or have a back up. Too many lab workers rely on too few pieces of usable equipment. Paper: Too many binders. Makes it really difficult to find information regarding previously made products. Paperwork can get misplaced or misfiled, and it may never be seen again.	Compensation: Don’t take 2-3 vacation days from employees for the forced shut down during Christmas break. Find a better benefits provider to ensure more coverage. Provide pathways for salary increases, to encourage less turnover and allow employees additional chances for ‘promotions’. Or create more positions for current employees	8	Everyone is kind and welcoming. There are generally no issues to be had between one employee and another	4	Hard work and efficiency is not treated any different than basic completion of tasks. Only when things go wrong, do they get pointed out. Salary is not high enough to promote the feeling of value, but instead reflects the idea that we are replaceable, and therefore not valued	While PBI and ABI are meant to work together as ‘one entity’, it is important to understand that both companies are, and should be run differently. One process may work well for one, but not the other. To make them both exactly the same opens up the potential for frustrations when certain things do not work well, based on that particular companies’ needs.
4	The management from PBI is so bad. They do not care about how all employees feel, and what they want. They lack a fundamental understanding of our day-to-day operations and the challenges we face. This lack of empathy can feel like bullying and mental harassment, impacting morale and productivity. The demands placed on us are increasingly stressful, especially considering the low salaries that do not reflect the current economic situation. Management often requests us to stay late, but they do not appreciate our hard work. Our efforts are taken for granted, which only adds to the frustration. They do not want us to use a group health plan so they can save some money. Group health insurance coverage is very bad, which does not cover our needs at all. At this point, I do not feel as one company. They constantly harass employees in terms of making all the changes at the same time without asking for any feedback and expect a lot without giving enough time for adjustment with new changes.	re-evaluate our health insurance options support career development increase pay standards understand the culture and support work -life balance change management	8	I feel that our workplace create a positive environment where diverse perspectives are valued, people are nice and supportive	4	no appreciations no respect for my opinion or suggestion no one listen my point of view no encouragement for career development no care for mental health	change management, current management is so horrible, they do not care for us in any respect, we need better management who support career development, pay according to standard, creates positive environment , need better health plan
1	Affinity is extremely unrepresented by the corporate leadership. Most executive members are based out of PBI and do not appear to show much interest in ABIs activities and struggles, there appears to be a favourable bias towards PBI staff/processes. Change has been implemented (eQMS and ERP) and despite the extraordinary efforts of staff involved in implementation, these systems have created chaos and added layers of effort to manufacturing and QA related tasks to already stretched people. Collaboration is being forced between the two companies, however the perception is only PBI staff opinions matter/PBI does everything better. ABIs concerns are seen as being negative or obstructive, rather than staff genuinely tying to do what is best for the business. People won’t speak up for fear of being “tattled on” by counterparts at PBI, creating disengagement.	Resources need to be evaluated as some staff members throwing significantly more hours at work is not sustainable for mental or physical health.	8	Speaking for myself, the staff at ABI are great, very friendly. I see how they try to make new people feel welcome.	8	I feel my work and efforts are valued by the team at ABI	Low scores seem to imply potential disengagement and that people don’t care about their jobs. That is certainly not the case here as a low score indicates dissatisfaction but staff are still working extremely hard to meet the expectations of management and customers.
2	Absolute lack of respect, compassion and communication by the CHO and executive team.	A full time production manager is needed. We have been without one for a year.	2	Gaslighting and disrespect from CHO and executive team. No support from CHO or executive team for ABI staff.	3	n/a
1	ABI is generally a decent place to work, with unique products, loyal customers, access to a competitive labor market, and strong support from nearby institutions like McMaster University. Local employees are friendly, driven, and collaborative, making it a positive environment at both the management and employee levels. With the right leadership, the company has growth potential. However, recommending ABI to friends and family now feels irresponsible and embarrassing given the instability introduced by headquarters over the past year. While both Kathy and Paul have made sincere efforts to connect and engage with employees at ABI, many executives have not made efforts to understand the business or to know the people at ABI. One executive in particular showed little to no interest in their responsibilities, lacked fundamental knowledge of day-to-day operations, and seemed egregiously out of touch with basic dynamics of the business before acquisition. But this executive suddenly began exhibiting a new-found interest in ABI leading up to the acquisition, mandating many drastic changes that markedly increased the size of their footprint on company operations. These decisions are neither feasible nor beneficial to the company’s long-term success, they actively impede productivity, and do little more than secure this executive’s job. The implementation of these decisions has placed overwhelming pressure on ABI employees, creating an unsustainable work environment. Voices are silenced, and when hard work by employees pays off, the credit is often taken by the executive. On the other hand, when things go wrong, it’s all local ABI employees who bear the consequences, while the executive responsible remains unaccountable. An executive should foster a healthy work environment, offering mentorship and motivation rather than creating silos and a toxic culture of blame and mismanagement. All employees hope that this survey can be a way to have their voices heard and their concerns acknowledged. It is hoped that these concerns will be adequately addressed and that the executive responsible for the underlying issues will not avoid scrutiny by continuing to scapegoat others. The CEO really needs a team of functional executives who actually have the core competencies needed to perform their job effectively and who actually care about the companies and their people, so that the CEO can focus on long-term strategies rather than continually fixing problems caused by poor leadership decisions. Areas for Improvement: 1. Executive Accountability: Leadership 360 reviews or other competency evaluations should be implemented to prove executives are fit for their roles and are committed to the business’s success, not just self-preservation. 2. Restructure Leadership: The company could benefit from eliminating wasteful layers of hierarchy and silos, as well as reducing indecision at the top. Departments like the Project Management Office should be reconsidered, focusing instead on empowering employees with clear project management skills and other growth opportunities to improve job satisfaction and the business as a whole. 3. Employee Compensation: Ensuring fair and competitive compensation across all levels would help retain talent and mitigate damage caused by the draining work environment. 4. ESG Management: An ESG manager should be selected by employees from a pool of candidates to guarantee that they maintain high standards in all three ESG pillars. This individual should not have a demonstrable track-record of lying, blaming, creating silos and political biases, belittling employees or clients, or paralyzing the productivity of the two companies for personal gain. This individual should be well-liked and capable of building healthy relationships with staff at all levels through their dedication to an inclusive, effective, efficient, sustainable and respectful working environment. I nominate Kathy, who embodies most of these positive traits, to be our ESG manager.	1. Executive Accountability: Leadership 360 reviews or other competency evaluations should be implemented to prove executives are fit for their roles and are committed to the business’s success, not just self-preservation. 2. Restructure Leadership: The company could benefit from eliminating wasteful layers of hierarchy and silos, as well as reducing indecision at the top. Departments like the Project Management Office should be reconsidered, focusing instead on empowering employees with clear project management skills and other growth opportunities to improve job satisfaction and the business as a whole. 3. Employee Compensation: Ensuring fair and competitive compensation across all levels would help retain talent and mitigate damage caused by the draining work environment. 4. ESG Management: An ESG manager should be selected by employees from a pool of candidates to guarantee that they maintain high standards in all three ESG pillars. This individual should not have a demonstrable track-record of lying, blaming, creating silos and political biases, belittling employees or clients, or paralyzing the productivity of the two companies for personal gain. This individual should be well-liked and capable of building healthy relationships with staff at all levels through their dedication to an inclusive, effective, efficient, sustainable and respectful working environment. I nominate Kathy, who embodies most of these positive traits, to be our ESG manager.	5	Local employees are friendly, driven, and collaborative, making it a positive environment at both the management and employee levels. However, we have all regularly experienced being lied to, blamed, belittled, and put into silos by a certain authority figure at PBI.	3	My direct department members and the local workers are great. But our worth, effort, and dedication are marginalized by a certain authority figure at PBI. No job security leading to and since the acquisition has also put a strain on any sense of belonging.	I appreciate the new owner’s initiative regarding ESG. We were not told much about it and there was no transparency regarding how the ESG manger was selected. An ESG manager should be selected by employees from a pool of candidates to guarantee that they maintain high standards in all three ESG pillars. This individual should not have a demonstrable track-record of lying, blaming, creating silos and political biases, belittling employees or clients, or paralyzing the productivity of the two companies for personal gain. This individual should be well-liked and capable of building healthy relationships with staff at all levels through their dedication to an inclusive, effective, efficient, sustainable and respectful working environment. I nominate Kathy, who embodies most of these positive traits to be our ESG manager.
5	As much as I love my coworkers (they are the best thing about working here), the stress of working at ABI is a lot to deal with. The managers have way too much on their plates and they do not have enough time to complete reviews and approvals before deadlines, which leads to everything being last minute and stressful for everyone else. It makes it very difficult to plan my days and do my job well if I am always waiting on managers for answers and instructions on what to do. I can tell the morale around the workplace has been very low for a while because of this. There are also external pressures now on the managers, which in turn makes them even more stressed and everyone can sense it. If the managers are always dealing with stress and frustration about external pressures, it really reflects onto everyone else. It makes them unapproachable at times and furthers issues within the workplace. It feels like we are always behind on orders and production and cannot catch up. We do not have reliable equipment that works well, and when equipment breaks down, we do not have backups to use. It is frustrating to deal with this equipment everyday.	Managers need to delegate some of their responsibilities to others in order to lessen their workload. They have way too much to do and everything is always a rush and last minute, which really affects everyone else in the lab. We need to have more time and notice in production, and not be waiting on the managers to start. I think we need to hire more employees to help with everyone’s huge workload. Everyone is working late and nights/weekends to get everything done, and it is very stressful. The salaries at ABI are low for the work we do and the stress we deal with. I think the salaries need to be increased because we are such a specialized company, we cannot really be compared to anyone else.	8	I feel included with my coworkers and really enjoy when we all spend time together. I sometimes feel like, overall, us here at ABI are not included in a lot of PBI decisions being made, or our opinions are not heard. I think PBI needs to take into consideration our concerns about some of the things they are implementing because we are such different companies, and our day to day workings need to be treated differently. Some recent changes that have affected us here have really made our lives more difficult and have not helped at all.	6	I feel like I am a big part of the team here at ABI, so that is great! I will use the same answer to the last question regarding my other feelings- I sometimes feel like, overall, us here at ABI are not included in a lot of PBI decisions being made, or our opinions are not heard. I think PBI needs to take into consideration our concerns about some of the things they are implementing because we are such different companies, and our day to day workings need to be treated differently. Some recent changes that have affected us here have really made our lives more difficult and have not helped at all.	We have had low morale at ABI for a while now and I believe it is all due to the amount of stress and changes we have been all going through this past year. So many big changes were brought down on us at once and we were not prepared for any of them. Large changes need to be rolled out much slower so that everyone has time to adjust and understand the changes. ERP and Unipoint all happening at once was a big mistake and now we are paying for it. Many things are being done incorrectly or aren’t being done at all that need to be addressed. The overall stress level of everyone here is so high and it really affects the workplace as a whole. I really think we need to address the workload of the managers, because they do not have time to get anything done in a timely manner and it makes everyone else’s job so much more difficult.
8	Overall, the people I work with daily at ABI are great. They are very understanding, accommodating, and caring. This is probably the most important aspect of a workplace since it makes all the difference in daily operations. However, the reason I did not score higher is that there are some corporate level issues, which if addressed, could make this one of the best places to work in the industry.	Amend the vacation and personal day policies. Do not force us to use vacation days for the Christmas shutdown. Due to the nature of our work, there is very little most of us could do for that little number of days during the Christmas week anyway. I know of many comparable employers in our industry that give their employees those days off, plus get minimum 15 vacation days. The number of personal days could also be increased because right now they are not enough to cover sicks days and appointments, so people end up coming into work sick and getting other people sick.	10	I have never felt disrespected by any employees throughout my time here. That being said, I do no belong or identify with any minority groups, so I can not speak to their experience, but I have never personally witnessed any maltreatment based on background or identity. I am confident that if any one of us did witness that, we would stand up for the victim and take appropriate action. I feel respected as an individual adult capable of self regulating and managing my tasks. There is little to no micromanaging which makes me feel more respected and responsible.	8	I think the social committee does a great job at giving opportunities to connect with coworkers on a personal level, which improves productivity in daily activities since we know each other better which creates better communication and teamwork. On a technical level, I do feel that I have become a valuable member as I have acquired specific skillsets for our job. In certain circumstances it does not feel like I am a true part of the team because they do not ask for my input on things that heavily influence me, or that I am largely responsible for. For example, IT from corporate made the decision to install TV’s and computer screens so that we can read procedures, but they did not bother to ask for input from the actual people who would be using them, and a result, we have these screens that costed a lot of money but do not get a lot of use. In addition, decisions regarding equipment that is used largely by my department are made without our input, and when we do bring up concerns, we rarely receive updates. Corporate also made the decisions regarding electronic inventory and databases without considering consulting the people who use the system everyday, and as a result we have a far overcomplicated system which does not suit our needs and wastes valuable time. This should have been a constructive conversation between valued skilled employees for the purpose of improving our internal process.	I think this company is doing most things the right way and has a lot of potential. They respect their co-workers and their work-life balance. I can ask any one of my coworkers for help and they would be happy to help. When I have had personal issues, they have been accommodating with no questions asked. There are some issues at the corporate level that need to be addressed. The biggest issue ABI currently faces if the workload on our managers. Most paperwork or processes get backed up at this level because each manager is expected to perform more duties than is reasonable for a single person/position. I am very concerned that all our top experienced leaders will burn out very soon, and the company will be at serious risk. Many managers rarely get any days off and work 7 days a week just to keep us afloat, which I do not see fair or healthy. I can not speculate if the managers are being compensated accordingly for these extreme hours, but even if they are, it will not prevent burn out and they still need time to rest so they are able to help us the best they can. I think more manager/supervisor/document-reviewer roles should be created to alleviate some roles so that the managers can use their expertise more effectively by supporting their technicians in day-to-day technical issues, rather than paperwork review. I would also insist that corporate considers compensation which retains employees long term. For most young adults, our current compensation and yearly increase does not match the needs to obtain a first house or start a family. I recognize that the current economic state is not their fault, but it will impact the company and so it must be considered. For as long as our compensation remains as it is, employees will constantly be looking for new opportunities, despite how good they are treated by their coworkers on a daily basis because at the end of the day, we are here to make a living for ourselves and our families. This work involves highly niche and specific knowledge and skills that takes about 2 years for the average technician to really grasp due to the high diversity of our products and procedures, so high turn over of employees would severely impact work efficiency and output. We have already seen the negative impacts of this when a manager left, and it has taken almost a year to replace the role. As a result, people in other positions were suddenly expected to fulfill manager-level duties which were not part of their role, nor compensated accordingly. Due to the company size there are limited opportunities to move up to higher positions, and since the work is very niche it would be difficult to be able to use the skills from this job to obtain a new position, which makes employees hesitant to stay with the company for too long because they need to diversify their skills. If more supervisor/reviewer roles were created, as mentioned above, I think it would help motivate people to stay long-term. I do really love the work culture here and the people and do not want to see it get bad if these issues continue to be unaddressed.
9	I find Affinity Biologicals to be a highly rewarding workplace. Everyone on the team is friendly and helpful. I enjoy the flexibility and the work life balance it offers, as well as the team atmosphere. I would highly recommend the company to a friend.	One important improvement that ABI could make, would be allotting more time for employees to complete the required paperwork and ERP jobs required for each product. I find that there often is not adequate time allotted for the paperwork side of manufacturing and the team needs to move onto the next product, resulting in a back log of paperwork needing to be completed. The process would be more efficient if the paperwork was able to be completed right after the manufacturing.	8	I selected an 8 because I feel respected and included, but there can always be improvement. The company could work to include pronouns in official email communication.	9	I selected a 9 for sense of belonging because I feel that I am an important part of the ABI team and that the Social Wellness Committee does a great job of bringing the team together.
8	Co-workers are friendly, it’s a pleasant environment. I would of choose 10 except I feel at times that my skills are not being utilized to the best of my abilities.	For office staff who commute long distances to work the ability to be more remote and offer more opportunities to work from home. More employees should be cross trained so that when that person takes holidays or works from home it doesn’t all fall apart.	9	I feel that everyone is included and treated respectfully.	5	Meetings have started without me on multiple occasions instead of someone coming to get me like we’ve done with other people in the past. I get busy printing labels and lose track of time. When I miss a production meeting because my scheduled work hours don’t always fall when the meetings occur, I have to ask for what I missed. I’ve talked to my manager about it in the past and was assured that I would be brought up to speed afterwards and it is never done unless I request it and the response is vague. I’ve been with the company for many years and have lots of lab experience. I attend general operations meetings on Tuesdays but not the Thursday plasma meetings where they discuss issues and troubleshooting. I have lots of experience with plasma and have never been asked to attend. I spend my time printing and folding product inserts, printing product labels, helping distribution pack up shipments etc. I just feel my experience is not being valued.	The amount of new committees they have initiated seems excessive. Our goals were to spend less time in meetings.
8	Salary is lower compared to the amount of work. No option of getting overtime.	There should be an option of getting overtime money.	10	I feel respected and encouraged by my Manager. Management appreciated when you do something good.	10	My skills and knowledge is valued withing the department so I feel comfortable sharing ideas.
7	The workplace culture and the work itself is fine and manageable. The amount of work and effort put in within certain departments is not appropriate to the compensation received. Communication from management is sometimes poor or unclear, and would benefit from more delegation of responsibility in order to take a load off of certain positions. The production department lacks a true manager, causing questions and inquiries to spill over to other roles.	ABI can try to ensure that team lead and manager positions are able to perform their intended roles – to train and supervise. More often than not, these positions are performing the same tasks (production, R&D, etc.) as those they are managing, taking away from their ability and time to perform their more supervisory roles. Whether this is due to company workload, or the need for new employees, lead and manager positions should be more available than not, and only involved in production tasks when necessary.	9	I have not encountered any situations that made me feel explicitly disrespected or not included in the workplace during my time here.	7	Despite being new, I do feel impactful and part of the team most of the time. I do wish there was more time allocated to training or shadowing on certain processes, as well as official outlets for advancement or cross-training in order to build skills and improve myself in the workplace.	Certain workplace processes like the current eQMS and documentation system involve far too many people and are overly complicated and time consuming. The amount of bouncing between people and approvals is a nightmare to navigate, and should be streamlined to enhance the ability for anyone at the company to make a suggestion or implement new functions. Obviously, as a ISO certified company, a certain level of paper trail and traceability is necessary. But we still use binders upon binders of paper copies, despite the push to go more digital. Customers have visited and are shocked by the shelves since most other companies have gone completely digital by now. An initiative should be made to digitize all currently stored records, and actively digitize all future documentation, following approval sign-off by QA. I also dislike what I have heard regarding the opportunities for career advancement at the company. Many have said that advancement to higher positions is purely time-based, and has less to do with individual merit or skills, assuming that by 2 years at the company you automatically have the skills necessary for the next position.
0	Affinity has benefits such as being a small company with a family atmosphere but the those benefits have been eroded because of the corporate push towards profits at the expense of people and corporate perception of the people at ABI. We are viewed as people who are not grateful enough to PBI, people who are unable to complete anything and who are less knowledgeable and valuable than the staff at PBI. There is a lack of a clear direction and purpose for the company. I am concerned that in 5 years it will not exist at all. Without a clear direction, there are no opportunities for personal growth. The Executive has made promises they haven’t kept and started tasks meant to improve company culture but never finishes them. There is a lack of trust between them and ABI.	Improved communication. This means ALL communication and it starts at the highest level. The Executive need to communicate to all sites equally. As they are mostly based in Dartmouth, there is informal communication that occurs there but the same isn’t possible at ABI. Therefore they need to make more of an effort to ensure ABI is properly informed and included when input is required. It also means improved communication at ABI site between departments. It also means the tone and type of communication. As there is a lack of trust, each side interrupts what they hear through the lens of mistrust. Tone is perceived as combative, words are misheard and people would rather complain about the conversation after than take the time to clarify. The atmosphere doesn’t allow for open conversation which means hurt feelings persist rather than getting resolved.	5	I work in the QA department. In the past year, we have had our roles changed, our responsibilities changed, my department reduced and worked on a cross-functional project. Throughout that process, I have identified problems with the process and suggested improvements that have been dismissed or ignored and I have been informed that my role has NOT changed (even though it has). The company has definitely made me feel disrespected and not included.	4	From a personal level, I feel I belong in the company. From a professional level, I feel I work in the a department that is tolerated but not included. We are not included in planning when the projects will clearly affect us and we are not included when even the QMS is affected.	I have been with this company for many years and I am sad for the state that it is in now. It will take humility and good leadership from the Executive to make it right. I don’t have hope for that. It will take commitment and effort from the ABI team. I see that many want to make it better but are hesitant given the past with this Executive. Both groups need to work together and it should be Executive who take the first step.
5	I scored it a 5 because ABI has experienced significant change in recent years, which has been challenging for staff. The continuous strain without a clear path to positive developments is impacting morale. I believe addressing these issues and focusing on rebuilding a positive work environment could make a substantial difference.	I believe that ABI is often perceived as secondary or less significant to PBI, with our value primarily tied to revenue generation. Greater emphasis on our broader contributions and impact could help improve morale and foster a stronger sense of purpose within the company	8	I scored an 8 because, while the company does foster a respectful and inclusive environment, there is still a noticeable hierarchy between staff, managers, and executives that could be improved. Also, the under representation of ABI at the executive level is apparent to staff. In terms of background or identity, I believe ABI has addressed these issues effectively, and I haven’t observed any significant concerns in this area.	7	I scored a 7 because while I feel accepted and part of the team at ABI, within the broader ABI/PBI spectrum, I sometimes feel that my contributions are only recognized or called upon when needed. This makes it harder to feel consistently valued as an integral part of the team.
5	Uncertainty in the market and little direction from Senior Management.	Communication.	5	Not always made to feel part of the team	5	See previous	We still have a general lack of Leadership. We also need some sort of IT Dept.
2	1) compensation- salary is below the standard of living, no salary separation between departments, personal vacation days are taken to “Christmas break closure”, raises are small and inadequate, benefits get less every year 2) no professional growth- lack of opportunities for professional growth within the organization, limited to no pathways for advancement, insufficient training or development programs for employees at the beginning of there career, general lack of support from management for employees and no encouragement to pursue higher positions/management 3) inadequate management/support – there is a huge communication barrier between PBI and ABI that is very evident to all employees at ABI, often feels like we get the short end of the stick, PBI does not listen or account for the drastic differences between the organizations	compensation	7	generally feel included and respected by most coworkers	5	departments lack strong leaders that can hone a sense of belonging and purpose for employees	the lack of support/help/ PBI offers to ABI is one of the many reasons my score is so low
7	I know a few friends of my same background	Try to explain some of the concepts in more detail to new commers.	9	I felt really included and respected everytime	6	I have not been here for long time	not been here for a long time
7	Good co-workers and stable environment	Change vacation policy to include Christmas and New Year holiday	10	No issues with anyone	10	No issues with anyone
0	I have had bad experiences here and do not feel comfortable recommending this job to someone I know	Communication both within independent departments as well as between them	2	I have been bullied regularly (including for my personal morals and beliefs), and accosted with homophobic and transphobic speech – this is not coming from everyone, but a select few	0	It’s hard to feel belonging in a place where I am bullied by the person I have to work closest with	There has definitely been actions taken to make me feel included, and they are appreciated (meaning my comments are not a blanket statement for everyone who works here), however, that is completely overshadowed when a particular person goes out of their way to bully me.
2	I selected 2 as my score because I am not likely to recommend ABI as a place to work. It’s nearly impossible to make any decision or change without PBI negatively interfering. ABI was run as a successful business for 30+ years, but now PBI implements inefficient workplace practices that make everyone’s job incredibly more difficult. PBI says ABI isn’t accepting of change, yet they never want to change anything to suit us. It’s their way or the highway. ABI Managers who have 20+ years of experience are reporting to people who are less qualified than them, simply because PBI owns ABI. I’m unsure why a select few inadequate managers in Dartmouth get to make all the decisions for a business that’s 3 provinces away in Ancaster. I’ve seen PBI managers say ‘be creative’ or ‘use common sense’ when presented serious problems by ABI management. How is a company supposed to be run successfully when that’s the support and guidance they receive? Morale is the lowest I’ve ever seen it and I don’t plan on staying long.	ABI is not allowed to make any kind of change or improvement without PBI’s permission. What PBI could improve is letting ABI Managers make decisions that let the business run smoother. It’s great that we are becoming more electronic and relying on paperwork less, but the eQMS could be improved. The request process is inefficient and confusing. It requires a lot of back and forth and changes take much longer than they should.	9	I feel respected and included.	5	I don’t feel a strong sense of being valued.	It’s difficult to give feedback on what ABI could change or improve when PBI controls everything. This survey should be about PBI. I don’t think PBI realizes how much they’ve driven morale down throughout the years. I’ve never seen my co-workers more miserable. There are open positions in departments and no one applies internally. That should be a huge red flag. If people aren’t even applying to positions that would be a promotion to them, something is seriously wrong. No one internally applied to the Plasma Department or to the QC Lead position. That’s how little people care and want to leave. The animosity between ABI and PBI continues to grow. Something has to change because I’m unsure what rock bottom will look like, but we’re headed there and I don’t want to be around when it happens.
10	Friendly environment and career opportunities	Allow more internal promotions	10	Allowed to be myself	10	My work is valued	We more accountability on workers who are not putting in their fair share of work.
9	Good pay and benefits compared to similar jobs	Hiring more staff — everything feels too urgent and we are scheduling production with the assumption that everyone will be actively working on a product at all times, which means we have to rush in order to do all set-up and prep work necessary	10	Everyone is very accommodating and I have never felt purposefully excluded	10	We have a very welcoming culture
6	Happy with my place of work but may not be for everyone. If people are expecting to move up in the company it may not be the place for them. If they are just looking for something to get a job and not having high expectations than its great for them and salary is decent.	Having a fulltime IT staff onsite.	9	I am treated fairly well.	6	Sometimes feel older staff members opinions not always taken seriously.
8	Great place to work, friendly people	Have more social gatherings	10	Everyone is nice	9	No particular reason	Great survey
2	Advancement – There are very few opportunities for career development or advancement, and these greatly outweigh the positive qualities of working at ABI. Workload expectations – There is an external expectation (from PBI) for those within ABI to take on considerably more responsibilities than their roles entail. This is justified by saying that ABI is a small company so some employees will need to wear multiple hats. This leads to slow downs in multiple departments and delays production, while ABI is still required to meet customer needs and continue expanding the quantity of products produced. Unrealistic timelines – In tandem with the workload expectations, unrealistically short timelines are set for production of products while issues with instruments are not resolved until instruments must be taken out of use for repairs. These timelines result in everyone in the building scrambling to get products completed and lead to more errors and retesting. Lack of communication – This is predominantly an issue with PBI. Projects are planned and the ADKARs that are put into place are usually not followed. As a result, management at ABI is notified of significant changes in short periods before these changes are to be enacted. This does not consider that changes to production at ABI may need to occur to encompass whatever changes are coming. This happened with the initiation of ERP, with the initiation of Unipoint, and even with changes to the security system and IT access at ABI. The lack of clear communication is frustrating to say the least.	The winter shutdown – The shutdown that encompasses Christmas and New Years Day should not require use of vacation days or personal days. If the company is closed for the holidays, then it is closed. I shouldn’t have to book off days that are non workdays. A coworker warned me that bringing this to HR would result in me being labelled problematic. However, the way HR uses onboarding to get new hires to take off time during the winter shutdown does not sit right with me. Whoever the lead or manager for a new employee is could easily walk them through how to use ADP and answer any questions about the system. If I will be threatened with losing vacation days to reflect the winter shutdown, I am already losing vacation days to the shutdown as things stand. I do not see having complete transparency about how many days I can use at my discretion as a difficult ask.	6	This question seems to be along the line of “at this workplace we consider you family” which is not true of any workplace. I am not disrespected or treated with contempt at work, nor am I spoken down to or micromanaged. I do not choose to focus on my cultural background and personal identity when I am within any workplace, so I find this question to not really be applicable. To my knowledge there have never been issues at ABI concerning cultural background or identity. If there were I am certain that between ABI management and HR that such issues would be dealt with.	4	My coworkers are very kind people that have created a welcoming environment because of the mutual respect between coworkers, and general respect for each other as people. From a professional standpoint, I do not feel valued in this workplace. A few reasons why are listed below: Job classification – within my current department, QC Tech I is considered an entry level position. I have spoken with ABI management about this before, as I do not think this is an accurate reflection of what the QC Tech I job requires. However, the position is compensated as though it is an entry level position. This is misleading and has led to consistent turn over in the department. The same can be said for the Plasma and KAL departments. None of the level 1 positions should be marketed as entry level as they require a level of competency that goes beyond entry level lab work. Advancement opportunities – As a small company there are not many chances to advance internally or to expand in skill or knowledge concerning the work that is done at ABI. Background knowledge – The onboarding and training at ABI does not encompass training to understand the concepts of coagulation, or blood factor interactions for all production interacting departments. A lack of basic understanding concerning how the products made at ABI inherently work to replicate or interact with blood is a detriment to the staff. This lack of understanding puts us at a disadvantage when testing or products fail and problem solving is required.	Speaking truthfully, every person who works at ABI, especially those of us with under 5 years of work experience at ABI, are easily replaceable. I have seen that replaceability be enacted in employee retention initiatives or lack thereof, the hiring process for replacements when an individual gives ample notice before they leave, and it has been greatly reflected in the pay scales and secretive nature surrounding compensation. The key factors I want to convey for the low score I gave in this survey are as follows: – Underwhelming compensation – Lack of career development opportunities – Lack of skill development – Lack of education during training – Often unrealistic production workloads and deadlines – Lack of transparency and communication from PBI (which snowballs and creates issues at ABI) – Overloading responsibilities on ABI management (leads to production back ups)
5	I like the people, location, the vibes, the hours, the flexibility, and the fact you’re not micromanaged. I do not love how we are run by another company that doesn’t understand how we function on a day to day basis, and the fact of the programs and how they use them, namely ERP and Unipoint, do not benefit our company. We have lab work that needs to be done by the end of the day, we are not at our computers all the time, so to add all this additional duties on Unipoint and ERP that aren’t even improving our company, is a mistake. Those programs and how they are run do not fit ABI, as we have many, many more products and procedures that are performed on a day to day basis. They refuse to acknowldege or accept it. They are trying to put us, a square peg, in their round box. Also, having the company that controls us being far away is not an ideal situation.	PBI needs to listen and realize our needs more. Also, ABI needs to distribute work more amongst the management, so us lower workers aren’t stuck getting our work to be done at the last second and in a manner that is rushed. We need more workers to help meet the increased demands of us lab workers. More work is constantly being added, ie ERP, Unipoint and Xatek, but little to no more help is also added. Higher wages and ability to get promotions or move up through new titles is necessary, as cost of living here is incredibly high and inflation and affordability has gone up so much.	10	I feel good about this	6	I feel valued in ways, as I have been here a long time, but certain times we are treated and epected to just get work done, no matter what it takes. Its mainly due to us getting work last second, because everyone, is so busy all the time with so many new implementaions, that there is not enough time and people to get things done in an appropriate timeline.	I’ve been here a long time and I’m a loyal ABI worker. We have grown so much over the years, which is great. Socially, environment, location, building, ambience, schedule is amazing. Im grateful for that. Just the changes PBI has implemented in the last few years, do not benefit ABI as much as it, I’d like to assume, benefits PBI. They need to understand that. Our company is 75% lab workers that need to finish something everyday before we go home, as we are making products that are temperature and time sensitive. PBI is mainly office workers, and they need to undertand how we re different and provide implementations that help ABI and not just them. They need to suport and show they care about us. Here at ABI, we need more workers and suport if they wanna grow cuz many poeple are unhappy across the board and something has got to give. I’d also like loyal workers to be rewarded cuz we are the ones that can truly be trusted. Instead new workrs, who usually arent as beneficial for the company, catch up to the pay of long term workers quickly, and that seems backwards to me. Thanks!
5	While there are many desirable aspects of working at ABI, the resources available are not usually sufficient to accomplish all production (and related) activities in the required timelines in order to meet customer deadlines. This leads directly to employees feeling over-worked, over-stressed, and under-appreciated (and leads to more errors and nonconformances, which require more time and money to investigate and correct).	When implementing new systems (software, processes, etc.) consideration should be given to how it will affect both sites of the business (not just one). For example, the Ross ERP inventory system is very unwieldy for ABI’s business. A more suitable system should have been used when this (needed) improvement was implemented at ABI, rather than simply forcing an existing PBI system into ABI (Like a square peg into a round hole!). The use of this system continues to be the cause of many problems and inefficiencies that will most likely persist as many of the issues are structural within the software.	8	For the most part I feel respected and valued.	7	This score could be higher if more of the company-sponsored social/wellness activities were scheduled during work hours when more staff would be able to participate. Currently, a lot of activities are planned for after hours, which limits how many staff are able to participate (it is often a similar group of staff that are unable to commit to activities outside regular work hours), and as these are company sponsored events, ALL staff should be able to benefit from these events.
5	There is limited opportunity for advancement within the company, and the compensation is inadequate. The workload has become overwhelming, with tight deadlines that exacerbate stress levels. Despite our hard work, recognition is scarce, and we are often expected to put in extra hours without any additional benefits. Resources are insufficient for us to maintain quality work, leading to an increase in mistakes and heightened stress. Since the implementation of ERP and eQMS systems, our workload has significantly increased, and it feels like we are understaffed. More management and leadership roles are needed to distribute responsibilities more effectively. Furthermore, our current performance evaluation system does not accurately reflect individual contributions. This lack of merit-based recognition creates a discouraging environment, as some employees who contribute less are treated the same as high performers. This disconnect, particularly between ABI and PBI teams, means that PBI has little understanding of the value each employee brings to the company. Overall, we are struggling to keep our heads above water, and it is clear that improvements are necessary to foster a more effective and supportive workplace.	The compensation should reflect the value that each employee contributes to the company. Additionally, we would benefit from more designated management and leadership roles focused on the broader aspects of our work, as the demands of manufacturing consume a significant portion of our time.	10	I have always felt respected and included as an individual at my workplace. The management and staff are always understanding about our personal issues and life.	5	I don’t feel I get enough recognition for the value of work that I contribute to the team.	I believe PBI and ABI are fundamentally different companies, not only in terms of culture but also in our manufacturing processes and production volumes. These differences present significant challenges in integrating the two organizations. We are being urged to adopt PBI’s methods, despite the fact that they do not align well with ABI’s operations. Given our limited time and resources compared to PBI, implementing these changes is proving to be extremely difficult. Integration should be a collaborative effort, with both companies working together to identify and adopt best practices. However, it often feels as though we are being compelled to conform to PBI’s practices, even when they are not the most effective for us. Our ideas and perspectives are not being adequately considered by the PBI team.
1	I gave a score of 1 because I feel that the company, Precision Biologic (CHO Executives), is continually repeating mistakes and not making an effort to understand the mistake and learning how to prevent it from reoccurring. Affinity Biologicals (ABI) has an unhealthy work environment where employees are made to feel that their opinions do not matter, this stems from the mandatory collaboration with staff at Precision Biologic (PBI) . Collaboration is a company core value but unfortunately it has become a dictatorship disguised as “collaboration”. I do not feel that I can speak freely with my opinions when in combined meetings with staff from PBI due to the fear of reprisal. The Executives have created an atmosphere of “us” and “them” and the barrier between the 2 companies only grows wider as time goes on. I do not feel supported, I do not feel like my voice is heard and my opinions/suggestions are not considered when working with Precision Biologic.	STOP MAKING CHANGES!!! We have gone through extensive changes in 2024 and I am overwhelmed. The changes that have been put in place have made our jobs harder, not easier. The new processes are onerous and complicated and when we have tried to express our concerns and made suggestions, but we have been dismissed. The changes are hard to adopt given that I do not believe they have made anything better for ABI. Another improvement that ABI can make is for the Executives to start LISTENING to the ABI employees and their suggestions. ABI needs more representation on the Executive, the majority of the members are all from PBI except for 1, this is not a true representation of the company. Salaries are too low, they need to be brought in line with industry standards.	3	I gave a score of 3 because I do not feel like I am respected or included due to the way our company is treated by PBI and the Executives. Our workplace culture (Precision Biologic) is not inclusive.	2	I am giving a score of 2 due to the fact that at ABI, I feel like I am a second class citizen to PBI and that my opinions are not valued; I am made to feel dismissed by Precision Biologic and the Executives. When I have made suggestions or asked questions, I was spoken to by a PBI employee in a condescending manner and made to feel like I was stupid, this has created disengagement and a lack of empowerment.	This survey was not addressed properly, we are continuously told that we are 1 company, Precision Biologic, so the questions should have been delivered with the same company branding. The main reason I still work for ABI is because I love working with my colleagues at ABI.
3	I feel at the moment that there are concerns that need to be addressed to help this company continue on the right path. Too many workers are overworked and feeling not appreciated which is leading to disengagement and burn-out.	We need more resources to sustain the amount of change that is being thrown at us in a short amount of time. It seems to me that those in charge, namely the executives, don’t understand what they are asking to do in a short time or they just don’t care about employee’s well-being. All this change is overwhelming when trying to keep up with daily tasks and understand how to navigate through major changes like the ERP inventory system and a whole new EQMS system.	4	The relationship within ABI is one where everyone’s opinions are valued and each person is allowed to express themselves. However, I do not feel this across the ABI/PBI organization and feel that ABI is constantly undermined by PBI and that we have no identity or voice and are afraid to address concerns for fear of repercussion or that they will just be dismissed.	4	Again, within our own entity I feel the sense of belonging but within the organization I do not feel the same way.	I do not think it is fair that we have been asked to do a survey based on just our entity and not the entire organization. We are “Affinity Biologicals…A Precision Biologic Company”. It is exactly that, a Precision Biologic Company, even though they say we are one company it does not always feel that way. It seems like PBI’s way is always the better way. My concerns are with the way the organization is run from the top-down, and how the executives manage themselves. It has become apparent that they don’t care that employees are overworked and exhausted. This is leading to employees not feeling appreciated and low morale.