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National Grid is all talk and little action when it comes to it's employees, especially with career development and recognition. Get a poor manager or director only concerned with their own success, forget it, you're going nowhere. Diversity is just for the "numbers" not to truly help with equity.
Che cosa ti rende più felice sul posto di lavoro?
The end of the day!
Che cosa si deve cambiare affinché la cultura aziendale migliore?
National Grid needs to start making changes that benefit their employees first and the rest of the world second.
Che cosa deve fare il gruppo dirigente per migliorare?
Communicate with substance, not placating words: "thank you for all that you do"...seriously?! Stop with the favoritism and truly recognize those doing hard work, not just those of the approved gender, race, or orientation.
Cosa vorresti migliorare sul processo del colloquio lavorativo della vostra azienda?
Enough of the bologna HR questions and focus on peoples skills and qualifications. Provide a level playing field for candidates and don't simply interview to meet "regulations" when you already know some has been picked for the job.
Perché ti senti sottovalutato e che cosa ti farebbe sentire meglio con il tuo compenso?
National Grid compensates people starting at 85% of the market reference point, which is a joke. I'm sure if I gave them 85% effort it wouldn't be appreciated! People with many years experience outside of National Grid are not compensated as well as those that have only internal experience.
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