Millennials at SSL
Millennials at SSL grade their overall culture a C+; also rating it 73/100, 2 points higher than SSL's overall culture as rated by all 10 employees on Comparably. Millennials are considered more demanding and to have higher expectations than their more experienced colleagues. Three areas millennials working at SSL think their company is performing well in are: Manager (A+), Team (B), and Meetings, (B).
Work Life Balance & Community Outreach at SSL
Millennials working at SSL and everywhere else are striving for a balanced life. At SSL, most employees are satisfied with their work life balance. The average SSL employee receives 20-30 paid days off per year, and socializes with their peers once a week outside of work. See what employees at SSL think about their work life balance.
Mentorship and Professional Growth for Millennials at SSL
Within Houston, 36% of millennials shared they have a mentor. At SSL, 50% of millennials say they receive mentorship, which leads to the assumption that SSL is a great place to work for millennials focused on their professional growth. See what employees think about mentorship and professional growth at SSL.
Sentiment Toward Perks & Benefits at SSL
Employees at SSL have ranked their perks and benefits in the Bottom 35% of companies within Houston and in the Bottom 35% of similarly-sized companies on Comparably. When asked to estimate how much employees think SSL spends on their benefits, the most common answer selected is $1500 - $2500/mo. If SSL employees had to select an additional benefit not already provided it would be acupuncture. Learn about perks & benefits at SSL.
Retaining Millennials at SSL
It’s difficult to retain a millennial, and all three aforementioned sections listed bear importance. To recap, SSL employees rate their work life balance a C+. Employees have graded SSL's perks and benefits a C-. These ratings and reviews lead us to conclude that SSL is a suitable company for the millennial workforce. Learn more about SSL's efforts to retain employees.
