UL Solutions
UL Solutions Leadership & Management
Frequently Asked Questions
Managers at UL Solutions support employees through regular check-ins, clear expectations, career coaching and practical help navigating day-to-day work and longer-term development. The management approach combines structured performance conversations with employee autonomy, giving people guidance while leaving room to solve problems, contribute ideas and grow into new responsibilities.
- Regular conversations create clarity and support: UL Solutions’ performance management approach includes recurring manager check-ins focused on goals, performance, feedback and career development. In 2025, 96% of employees completed formal check-in conversations with their managers, while people leaders receive resources designed to help them foster engagement and maintain meaningful dialogue with employees.
- Managers help employees navigate career growth: Managers support employees in identifying next steps and pursuing opportunities within the company, including moves across functions. When an engineer project associate transitioned from an analytical chemistry lab into engineering, managers from both teams coordinated her workload and training so she could complete the transition successfully and continue growing her career.
- Employees get guidance without losing ownership: Managers give employees room to explore ideas and improve how work gets done rather than directing every solution from the top down. An engineer said leaders are “very open to input from more junior members of staff,” and that employees are given opportunities to explore new systems and processes when they identify better approaches.
- Coaching can extend beyond the direct manager: UL Solutions employees can receive development support from mentors and leaders across different levels of the organization. An operations leader said local and senior leaders have helped “support, coach and champion” her career, including through role changes and promotions, reinforcing a management culture that connects performance support with longer-term development.
- External signals:
- Supportive managers: Employees highlight good managers and supportive immediate teams as strengths of the workplace experience. (Glassdoor)
- Open and communicative leadership: Employees describe leaders as smart, honest, professional, experienced and communicative, with opportunities for employees to provide feedback. (Comparably)
- Mission-focused management: Employees also characterize leaders as customer-focused, growth-oriented and committed to maintaining UL Solutions’ emphasis on doing work the right way. (Comparably)
Bottom line: Managers at UL Solutions combine regular performance conversations and career coaching with practical support and employee autonomy, helping people understand expectations, solve problems and continue developing their careers.
UL Solutions leaders communicate goals and expectations through company-wide updates, manager check-ins, shared operating principles and direct feedback channels. The approach combines top-down clarity on strategy with regular local conversations, helping employees understand both where the company is headed and what success looks like in their own roles.
- Company-wide updates give employees strategic context: UL Solutions uses a weekly CEO blog, quarterly all-staff meetings and local town halls to communicate business developments, strategic shifts and company priorities. These channels are designed to keep employees informed about changes that affect their work and the broader direction of the company.
- Managers translate broader goals into day-to-day expectations: Regular performance and career conversations help employees connect company priorities to their individual goals, responsibilities and development plans. The company’s performance management framework includes clear goal-setting and recurring check-ins, giving employees a consistent way to review progress and adjust priorities.
- Shared Ways of Working create a common operating language: UL Solutions reinforces expectations through company-wide behaviors centered on change mindset, connectivity, customer centricity, decisiveness and accountability. Those principles give teams a consistent framework for how to collaborate, make decisions and respond when priorities shift.
- Leaders make expectations visible through cross-functional alignment: Employees describe working across functions and regions with a strong emphasis on transparency and shared accountability. A senior talent acquisition adviser said regional and cross-functional teamwork helps teams stay aligned around diverse business needs, while product and data employees describe regular stakeholder communication and feedback as essential to keeping work focused and adaptable.
- External signals:
- Clear and open communication: Employees describe leaders as open, honest, communicative and organized, with opportunities to provide feedback. (Comparably)
- Aligned goals: External reviews highlight open communication, aligned goals and shared accountability as strengths of the work environment. (Comparably)
- Supportive local leadership: Employees cite good managers and supportive immediate teams as positives in the day-to-day employee experience. (Glassdoor)
Bottom line: UL Solutions communicates goals through a combination of company-wide transparency, manager-led goal setting and shared operating principles, helping employees understand both strategic priorities and the expectations attached to their own work.
UL Solutions leaders provide strategic direction by connecting the company’s safety mission with long-term priorities around customer growth, innovation, operational resilience and sustainability. That vision is reinforced through regular company-wide communication, shared operating principles and investments that show employees where the business is heading and how their work contributes.
- The mission anchors long-term direction: UL Solutions’ strategy is built around its mission of working for a safer world and its ambition to be a trusted science-based partner for safety, security and sustainability. Leaders use the company’s Core Values and Ways of Working to translate that mission into expectations around customer focus, accountability, adaptability and growth.
- Leadership ties strategy to major market opportunities: Senior leaders have positioned UL Solutions around long-term demand for safe product innovation, regulatory expertise, sustainability and emerging technologies. In Q2 2026, the CEO pointed to alignment with major market trends and customer demand as reasons for confidence in the company’s outlook, while leadership continued to invest in capacity and productivity to support growth.
- Strategic priorities are communicated through recurring channels: Employees receive direction through a weekly CEO blog, quarterly all-staff meetings, local town halls and manager conversations. These channels help explain strategic changes, business priorities and expectations as the company adjusts to new opportunities or market conditions.
- Innovation and sustainability are built into the roadmap: UL Solutions’ sustainability strategy links long-term business resilience with investments in areas such as energy transition, digital capabilities, AI, product sustainability and advanced testing. Leaders are also investing in new facilities and technical capabilities, including expanded EMC and wireless testing capacity in Europe, showing how strategic priorities translate into concrete business decisions.
- External signals:
- Mission-focused leadership: Employees describe leaders as mission-driven, growth-oriented and focused on customer needs while maintaining an emphasis on doing things the right way. (Comparably)
- Clear business focus: External reviews highlight leaders as smart, organized, communicative and open to employee feedback. (Comparably)
- Confidence in direction: Recent employees cite UL Solutions’ strong brand reputation, stable business and broad customer base as workplace strengths. (Glassdoor)
Bottom line: UL Solutions leaders provide direction by linking the company’s safety mission to customer growth, innovation and long-term resilience, then reinforcing those priorities through regular communication and visible investment decisions.
UL Solutions's Candidate Tradeoffs
If you’re weighing whether UL Solutions is the right fit, these are the core tradeoffs to consider.
- UL Solutions places greater emphasis on long-term product integrity and engineering craftsmanship than on prioritizing rapid feature velocity.
UL Solutions Employee Perspectives
What aspect of your role gives you a real sense of meaning or purpose?
Being a people leader. It is important to not just focus on the numbers. Behind each number is a human being who has their own life and situations outside of work. Every one of us has strengths and weaknesses. I always try to focus on building the strengths of my team rather than trying to eliminate their weaknesses. The most important part of my job is to support my team and apply their strengths. I think approaching each employee as an individual is important.
UL Solutions leaders give employees room to explore new ideas and improve existing ways of working. Employees describe an environment where curiosity is encouraged and people can propose new systems or processes, helping them expand their expertise while contributing to innovation.
“Whenever we have ideas for new systems or processes we are given the opportunity to explore these. I need to be in an organization that allows me to pursue ideas, as I am a curious person.”
UL Solutions Employee Reviews
What People Are Saying About UL Solutions
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Strategic Vision & Planning: Leadership articulates a concrete strategy that centers on TIC alongside Risk & Compliance software, reinforced by clear portfolio priorities. The direction is translated into tangible objectives around organic growth, margin expansion, capital investment, and continued M&A and portfolio refinement.
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Decisive Leadership: Portfolio actions such as exiting the Employee Health & Safety software business and pursuing Eurofins’ Electrical & Electronics acquisition demonstrate timely decisions aligned to stated priorities. Executive role realignments and a dedicated strategy function further signal intent to operationalize the plan.
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Strong Execution: Reported organic growth and expanding adjusted EBITDA margins indicate progress against the growth and productivity agenda. Product launches in sustainability, digitization, and risk/compliance show the strategy reflected in offerings brought to market.
UL Solutions's Benefits
Defined policies promoting a professional, respectful workplace
Defined values and mission statements
Documented operating principles
Documented policies and procedures to protect employee privacy and data
Implements team-based strategic planning
Leadership is transparent and communicative
Open office floor plan to encourage communication and collaboration
Prioritizes mission-driven work in decision-making processes
Promotes a people-first, social culture
Uses an OKR operational model to clearly define goals and priorities
