-18
eNPS Score
Q&A With GE Oil & Gas Employees
Big Company Opportunities. Small Business Community. At GE, we keep our legacy in motion by living our core beliefs. We act. We learn. We get better. We are never satisfied with being satisfied and we constantly insist on being more tomorrow than we are today. Some companies are retreating – we are moving our culture and our opportunities forward to embrace the digital industrial future.
Q&A With GE Oil & Gas Employees
IDX: 0 TOT: 21
If you could make changes, how would you improve the culture at GE Oil & Gas?
Managing too much to short term numbers and not long term capability needs. Talented employees have been leaving in droves, particularly due to imperious style of engineering leaders (comment not directed to CTO).
Focus on transparency, greater inclsuiveness and higher "say/do" ratio. Until leaders model this, nothing will change
What do people at GE Oil & Gas think about the CEO? What do they do well and what can they improve?
Leadership needs to consistently model integrity, more inclusiveness and a higher "say/do" ratio. Until C Suite models this behavior, mid level managers will not change.
The leader, Lorenzo Simonelli is known for being cut throat, biting in his treatment of individuals and will say one thing in public only to do another in private. Leaders follow suit. Top tiers can be clubby boys clubs where back room decisions have bad impacts on operations.
How's the work life balance at GE Oil & Gas?
Unbalanced but largely driven by manager
They will take as much as you are willing to give. Largely manager dependent
How's the vacation policy at GE Oil & Gas?
Unlimited SPB and above
Unlimited for senior professional band and above
How does GE Oil & Gas make decisions around promotions?
In Technology organization it relates to your team's ability to influence engineering leadership. The lack of a meritocracy is clearer the higher you go. Disastrous backroom "boys club" decisions on staffing and structure have resulted in decreased capacity, incompetent leaders (that are "aligned" to the right sponsor) and massive attrition of the best and brightest.
I hate to be cynical but feel strongly that promotions are tied to having the right champions in leadership. This means that if someone with better ties than you have applied for the same role, they will get it. GE O&G is not a meritocracy and gets extremely biased by individuals once you hit Executive band level.
How's the feedback proccess at GE Oil & Gas?
Terrible. One year you get a top rating, 3 months later you are assigned under someone with less experience or credibility than you have
What kind of people succeed at GE Oil & Gas?
This that can act as sycophants to engineering top brass
What are the team outings like at GE Oil & Gas?
Terrible and low budget
What's the best part of your job at GE Oil & Gas?
The senior staff, not leadership, are great coaches
What's the company culture like at GE Oil & Gas?
Broken. All driven from the CEO who says one thing in public and does the opposite in private. Lacking managerial courage and integrity
What's the office vibe like at GE Oil & Gas?
Depressing, volatile and stressful
What are your coworkers at GE Oil & Gas like?
Beaten down
What interview questions does GE Oil & Gas ask?
Technical capacity wuestions
What's the interview process like at GE Oil & Gas?
Pretty normal for industrial company
What part of GE Oil & Gas's business is growing fastest? What part is having difficulties?
Cuts are creating delivery and quality issues
Curious about what work's like at GE Oil & Gas?
Anonymously Ask GE Oil & Gas Employees Any Question
Should I work at GE Oil & Gas?
38% of GE Oil & Gas employees would encourage their friends to become coworkers, whereas 6% are neutral and 56% would not recommend working at GE Oil & Gas to their friends.
| 38% | Promoters |
|---|---|
| 6% | Passive |
| 56% | Detractors |
