GE reviews

Re-org of the month club. The upper management of the company can't seem to make up their mind about how the company structure should look. In the time I've worked at GE there has been a re-org on average twice a year. GE is one of the world's oldest companies, and one of the 5 largest, yet for some reason no one seems to agree on how we should look, internally or externally. "Roof-top consolidation" and Outsourcing. I'm not sure what the problem is with having lots of small facilities, but management hates it like the plague, so they keep cutting facilities. They seem to either consider people to be disposable, or somehow expect their whole workforce to be so loyal that they'll move anywhere from 50 to 2000 miles to keep their jobs. Or they instead will just remove the facility entirely and move it to where labor is cheap, not seeming to care how long it will take to recoup the investment to move the manufacturing, nor the loss of good-will and respect with their customers and employees. Lean workforce and getting leaner. Every time I think we're a skeleton crew, they find more flesh to remove. Whether through attrition or layoffs, each time people go, they're not replaced, but somehow we're supposed to get just as much done. Far more outside managers hired than people promoted within. This is actually double-edged, because sometimes outside people are needed to break the status quo, but we need to be weeding out the incompetence, not bringing in fresh supplies of it. We at least get regular raises, which is better than some companies, but with the 18 month frequency for most employees, the raises don't keep up with inflation. The only way to get a real pay raise is to change jobs. Minimal upward mobility. Maybe its just my division, but with so many managers being hired from outside, it leaves no place to go up where I am. I expect I'll have to find a different part of the company to move up to the next rung.

Zero accountability for upper management be it for unprofessional behavior or failed results. Lack of direction from leadership. Due to the amount of reorganization & lay offs management & employees understand knowledge is power and will not share information or train new employees, creating great opportunities for suppliers & bad results for GE. Culture is broken, leadership talks about change & being open to change, but much stays the same at the top layers. The only changes that occur are in lower middle to low management staff. Layoffs occur monthly, constant staff changes makes it impossible to knowledge transfer or create a strategic plan to implement & execute so all work is transactional at best.