Entergy has gained a reputation for engaging in internal politics that negatively impact its employees. Their involvement in sending paid actors to townhall meetings in New Orleans was disappointing but not surprising. Equally unsurprising is the lack of accountability for those involved in these actions. The company’s culture has become toxic, partly due to a sense of entitlement from some employees who fail to recognize the significant benefits they’ve received, such as generous pensions. There is also noticeable resentment from employees who haven’t been promoted to director or VP roles, along with the associated salary and perks.
When the organization undergoes shifts or faces liability issues, employees are often pushed out through questionable Performance Improvement Plans (PIPs) or terminations. Compliance with company policies tends to be superficial. For instance, safety statistics are manipulated by discouraging employees from seeking proper medical care or pressuring them to visit company-approved doctors to avoid reporting lost-time injuries.
A recurring issue within the company is that senior employees sometimes harass or create conflicts with less experienced colleagues, fully aware of how upper management and HR selectively enforce company policies when convenient. While this behavior doesn’t apply to everyone, the overall work environment remains unhealthy.
For experienced external candidates considering a role at Entergy, it’s important to recognize that career progression is often hindered by a strong bias toward seniority, which will disadvantage those joining the organization midcareer. Additionally, job security may be an issue, and there’s a significant chance that you may leave before fully benefiting from your 401(k). A common sentiment among externally hired employees is: “I’m leaving once my 401(k) options are vested,” or some other retirement benefit. It kind of highlights how outsiders view Entergy in comparison to other organizations.
