Grainger reviews

- Jobs are very compartmentalized so making decisions and getting things done is difficult and slow. Jobs that are typically done by one person at many companies are done by two. - Too many layers of management - Too much focus on operations and how we work, not enough on what is actually being done - Bonuses and raises are below industry average - Company is dealing with constant pressure to reduce cost and is afraid to spend money reinvesting back in the business despite huge profit margins due to a large commitment back to its shareholders. - Company values personality more then competence and skill set, most decisions are made on charisma not intelligence

Lack of promotional opportunities for people of color (outside of sales). Overall diversity numbers are good horizontally, but as you travel up the pyramid there are very few people of color in senior leadership positions. The company has many "BRGs" business resource groups (affinity groups); but this does not translate into opportunity for people of color. Promotional opportunities are selective--very political. You must know individuals and they must know you. Retention is an issues (especially for new employees with fresh ideas). Leadership does not seem to value tenure employees. New managers with very little people people skills are constantly being promoted into management position because they might have been good at managing a process; or "knew" someone; but have no clue how to motivate a team. Company is 20-25 years behind in technology, systems, and reporting.