RRI Energy, Inc Reviews
“Responsible staff, decent training for the most part, but lack of senior management skill or care.”
Pros – RRI is a large company with many departments so career movement is very possible. The pay scale seems to be on the higher end of comparable positions in other energy companies.
Cons – Lack of senior management skills in fixing problems seems to be a persistent issue. The economic environment of the company is challenging which doesn't create a strong comfort level, and gives the feel that major overhauls of operations could come at any time.
Advice to Senior Management – Better communication with employees is required to build trust, loyalty, and pride with your rank in file employees.
Yes, I would recommend this company to a friend – I'm not optimistic about the outlook for this company
Pros – The people; the numerous opportunities to learn and grow professionally.
Cons – The lack of leadership for a clear vision of future from upper management - granted that it's difficult to sometimes define, but there was no consistent message from company leadership.
Advice to Senior Management – Listen to those in "the trenches" - they have the experience and great advice to offer.
Pros – Work/Life Balance, Senior Management communicates to employees often
Cons – No Career advancement opportunities for everyone
Advice to Senior Management – Develop succession planning for talent cultivation
Pros – flexible working hours, worklife balance
Cons – not fair in promotions, not possible to work from home
Advice to Senior Management – career encouragement
Pros – Very good benefits: 6% 401K match, Employee Stock Purchase Plan (purchase stock at 85% of market value), good Health plan, affordable dental and vision, target bonuses for some roles.
The gym at the 1000 Main location is excellent and a free trainer is available.
Reliant has a very collegial and respectful work environment.
Cons – Senior positions are often filled externally rather than internally. Post-Enron, the company invested much less in employee training. However, fewer training classes were partially offset by the availability of internet "self-training" resources.
Advice to Senior Management – Joel Staff, the CEO when I worked at Reliant, did a good job communicating with employees in his weekly voice mail. Also, giving away points (redeemable for merchandise) to recognize people for living company values was a good program.
I would like to see a culture of greater accountability and more promotions given internally. Delivering high quality training will facilitate more internal promotions. Reliant should reinstate the rotation program they had for high potential employees during the energy boom.
Last, Reliant still has some brilliant senior managers, many from McKinsey. However, their intellectual strength doesn't necessarily translate to superior managerial skill. Human resources should ensure the are rewarding the right behaviors.