Does NextEra Energy, Inc. offer a yearly bonus?

Lots of benefits ie. you can take your work truck home, pension, 401k, yearly bonuses, good insurance, 1 month of parental leave even for fathers and more I’m sure I’m forgetting. There’s so much room to grow in this company and lots of different fields you can move to (solar, wind, high voltage, battery storage, management, training teams)

They are micromanagers they track everything with a metric.

Accelerated Learning & Scarcity of Talent: The company provides an unparalleled "pressure cooker" environment for professional development. Managing scarce renewable energy megaprojects alongside complex technical and financial variables builds a high-demand skill set far faster than typical industry roles. Mission and Impact: Employees can find significant purpose in contributing directly to the energy transition, working on critical infrastructure within a highly dynamic, transformation-focused organization.

Organizational Complexity and Inefficient Process: The current business transformation is straining operations. Decision-making is excessively complex, often requiring redundant analysis , which creates a "hamster wheel" effect. Time for meaningful analysis is lost to a heavy meeting load and the use of core decision-making systems based primarily on frequently changing, decentralized Excel models rather than integrated enterprise tools. Cultural Disconnect and Well-being: There is a significant clash between the company's traditional hierarchical structure, attempts to deploy "Agile by the book" (confusing Project Manager vs. Scrum Master roles), and a collective "culture of celebration". This environment, combined with constant work overload, impacts employee well-being, blurring the lines for illness or vacation time. Total Compensation and Investment in People: For highly specialized project management roles, the total compensation package is perceived to be at the low end of the market. Yearly raises do not consistently track with local and national inflation rates. Furthermore, a reliance on contractors in permanent positions and a requirement for employees to self-finance business travel capital (with slow recovery for contractors) can send a message of instability. Knowledge Management and Infrastructure: Critical internal knowledge and "lessons learned" from projects are not systematically transferred, forcing teams to "reinvent the wheel". Data and policies are chaotically organized, and physical office infrastructure (e.g., small cubicles and inadequate shared amenities, unacceptable restrooms size) needs to be addressed for the large headcount.

The company is making a positive impact through its advancements in renewable energy. Further, the compensation and benefits package are good. In addition, there are some smart/good people within the department.

The culture is toxic and outdated with lots of turnover. For such a progressive company, they have very little flexibility. I found it difficult to work remotely even if my child was sick or if I had to be out due to a medical procedure. Management plays mind games instead of being honest and forthright. There was very little guidance or onboarding and no constructive feedback. The goals they dictate for you at the beginning of the year are vague and not defined. You are just at the whims of management. Assuming they like you, you are ok. If they don’t, they find reasons to say you didn’t meet the goal and start micromanaging you until you decide to leave.

Colleagues really care about their work, are genuinely very mission-driven

Weird recent hard shift away from renewable energy branding, obviously politically driven. No central data platform for obvious things like lists of projects operation/in development across business units. Have to ask 3 or more departments for basic info needed to submit proposals. My business unit had big management shifts recently but backfield nearly each position by promoting from within, which was great to see. Annual raises do not keep pace w/inflation.