Opower reviews

While the people are talented, a collaborative and constructive team culture is noticeably absent. When faced with challenges, the first reaction most often encountered is "how did this happen" rather than "let's find a solution", especially when working across different departments. The strongest leaders in the company are those that adopt a solution-oriented approach, but there are too few of those in the middle and upper management ranks. Professional development culture is basically non-existent. Opportunities exist as the company is growing, but upper management doesn't place a priority on people development. As a result honest feedback is hard to come by, finding mentors is difficult and most bosses don't take an active role in developing and creating opportunities for their reports. Finally, Opower's people practices are incredibly poor. The HR team seems to exist primarily to protect the companies interests rather than keeping employees happy. The fact that pay and benefits are slightly below average doesn't help, especially as Opower is no longer a hip startup but a public company whose challenges attracting talent will only grow.

When it comes to pay people, properly comp people for their work. Provide industry standard benefits, I terms of healthcare, insurances when they travel, protecting their most valuable asset. Unbelievable really how they can get it so wrong. Not surprisingly, top quality people leave, becoming one big loss having being trained for 6 months. Why make the effort training people so much, investing if you are anyway going to repel them ? Beyond me. Got lured in, by all of above trusting benefits would come as suggested. When pointed out to colleague why not add !? BC not legally yet obligated. What !? That is why it is called a "benefit". So today the genuine care for the employees is not there. And people work hard, looong hours, and yes some have kids, other things they could do with there time...so comes at horrible opportunity cost. And of course...*drum swirl*....they leave when it all does not add up. No mater you got 8/10 right...not properly comp people, it will not fly. It's one thing to get exited people out of school, that simply does not know better, quite another top talent from the industry, who are well aware of their value. Please revisit definition of OTE. On Target Earning. Achievable, given 100% if one have delivered what could reasonably be expected...NOT some sort of **extra bonus** one should be happy to receive every once in a while, if ever. Accelerators delivering above and beyond target !? Multi year contracts, full value, contract value !? Sales cycle !? 6 month standard !? No, you know this but insist setting initial 6 or 12 months targets, not ramp up target as everybody else...but crazy targets...I achievable targets which causes only not to pay comp for proper work...and people leave. Good people that only cost you for the first 6-12 months...and just when you could potentially start to get some back...they are leaving. How could that make any sense ? Be good business ? There is a "personable actionable insight" for you...free of charge. No need for Big Data analytics here, common sense will do.