Georgia-Pacific reviews

Corporate can be slow and bureaucratic, particularly support roles or capabilities not tied closely to a business or P&L. Flexibility to define job responsibility and set your own career path can result in unclear roles or expectations. No visibility to incentive pay calculations. Tied to "value creation", where employees are expected to define how much value they created each year. The flexibility is intended to allow managers to reward top performers, looking holistically instead of only judging on a few metrics. In practice, incentives seem arbitrary - often lacking any clear justification for why a certain amount was awarded. The disconnect between performance and compensation creates a disincentive for strong performers.

• Management did not take responsibility for her own mistakes. • Management blamed employees for their own mistakes. • Parking was $1000 plus a year