What's the Company Culture Like at John Deere?

Key Insight for Candidates

• Transparency & Integrity: Values and ethics are prominently codified through the Code of Business Conduct, supplier standards, and repeated external ethics recognition, signaling an integrity‑first environment. Company materials consistently anchor decisions to core values including Integrity, Quality, Commitment, Innovation, and Humanity.
• Recognition, Pride & Shared Success: Pride in a purpose‑led mission and tangible products is reinforced by high‑visibility community impact and large‑scale volunteerism that are presented as sources of meaning beyond day jobs. A longstanding brand heritage and global collaboration are frequently highlighted as shared points of pride.
• Collaborative & Supportive Culture: A “we” mindset and inclusion infrastructure—such as active Employee Resource Groups and rotational development pathways—are emphasized to build connection across functions and geographies. These elements are described as part of a collaborative talent fabric that supports teaming and growth.

• Bureaucracy & Red Tape: Decision‑making is often portrayed as hierarchical and process‑heavy, with slower, methodical workflows typical of a large, safety‑critical manufacturer. Scale and a matrixed structure are noted as contributing to heavier procedures and a more deliberate cadence.
• Low Morale & Disengagement: Workforce reductions, site shifts, and production slowdowns from 2024–2026 are acknowledged as weighing on culture, retention, and morale. Reports of layoffs and subsequent callbacks illustrate how demand cycles can depress day‑to‑day sentiment in affected groups.
• Lack of Recognition & Shared Success: Tighter performance‑management ratings and merit‑freeze periods are cited as dampening the sense that contributions are appreciated, particularly for salaried staff. Skepticism about how newer values like “Humanity” show up in practice further reflects uneven feelings of recognition.