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Helpful (1)

Great place to work

  • Work/Life Balance
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Former Employee - Product Developer in Albany, NY
Former Employee - Product Developer in Albany, NY

I worked at GE

Recommends
Recommends

Pros

-Meritocracy, the better you perform the more highly you are valued.
-Excellent people around you.
-Large breadth of knowledge withing company
-Great mentors are available if you take advantage of them.
-Opportunities to move between businesses

Cons

-work/life balance
-compensation is below average

You can easily work as many hours as you can spare. This is actually encouraged.
The beauracracy that comes with a large company is very prevalent. Sometimes very difficult to make the right moves and decisions due to red tape and "the process".

Advice to Management

-More strategic "longer view" thinking

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  1. A leadership development factory...but tough to retire there these days

    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - HR Manager
    Former Employee - HR Manager

    I worked at GE

    Recommends
    Approves of CEO
    Recommends
    Approves of CEO

    Pros

    Leadership development and career development and various bizs and cross-functional opptys

    Cons

    bureacratic - multiple layers, political at times - career opportunities require you to be relocatable

    Advice to Management

    allow more individual creativity outside of the box, taking into consideration the voice of the employee in driving improvements across the business


  2. Helpful (2)

    A day in the life of a GE ENERGY Engineer.

    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Mechanical Design Engineer in Greenville, SC
    Current Employee - Mechanical Design Engineer in Greenville, SC

    I have been working at GE

    No opinion of CEO
    No opinion of CEO

    Pros

    There are opportunities to gain experience in a vast sea of experiences, ranging from project planning to all aspects of component design, life analysis, FEA, sourcing, manufacturing, fleet issue and customer resolution issues on multiple professional levels. You will not come away from this job with a narrow scope of expertise.

    Also, Energy is broad and deep in scope. From gas, wind and steam turbines to nuclear, coal and diesel generators, the possibilities for different careers are many.

    Security is also a strong appeal. Energy demand is something that may change forms but will never truly disappear. Few industries offer the same long-term job security.

    Cons

    The processes of the company are many. They are often burdensome, blind, and out of touch with reality. However, this is not unlike other companies of this size. Red tape is a nuisance to deal with, but it also can be a strong guide to keep things moving when the way ahead isn't clear.

    HR operates like a black box, perhaps a broken black box, and despite the heaps of fluffy, feel-good gibberish it spits out in your daily email, it's actually pretty clueless as to it's own hypocrisy and functions as a propaganda machine.

    Raises are suppressed through a convoluted system of ratings amongst peers, standing in view of the industry average, time with the company, background, and lastly, performance. It does not pay to perform. A set pool of money is pre-determined and the lower management is burdened with ranking their direct reports against each other to decide who gets 3% vs 4% or 5%. Naturally, it pays to be a favorite like any other system governed by humans, but overall, it's very difficult for them to play favorites due to the way the system is setup. In short, hire in at the highest rate you can negotiate, be prepared for raise cycles ranging from 14-18 months (and sometimes longer) and try to move to another role every 2 years to prevent your salary from losing in the race with inflation.

    It is very difficult to ever actually get anything done due to the massive amount of people that have a say in any major decision. Some parts of the business (MPE) can hold a project up for over 6 months while it's waiting in their queue. Major changes happen very slowly and individual contributors very seldom have any real communication or relationship with their managers.

    Advice to Management

    Attrition will continue to be a huge problem for GE Energy unless the young talent base is nurtured in their skills, rewarded based on effort and performance without ridiculous processes, and given the ability to use their talents to do real work that coincides with real life. Stop leaning on metrics that drive the wrong behavior and are completely out of touch with what is actually good for the customer, the product, and the business. This current culture is killing your business.


There are newer employer reviews for GE
There are newer employer reviews for GE

See Most Recent

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