Porsche Cars North America reviews

It will not take long for a level headed person to see the culture during the first few days in the office. Unfortunately, there is some unconscious bias that happens daily and instead of putting things in place to deal with it appropriately, management chooses to overlook it. The company has a mindset of get it done now regardless of quality. From my lens, I saw the company operating out of a state of reactionary chaos. This environment frustrates employees and creates low morale and the revolving door syndrome. Contractors and interns are used for 100% tactical work and at times are treated very poorly. The company has a need for some structure but does not want to take the time to build things out for sustainability. The company also has a culture of not providing feedback, leaving employees guessing as to expectations. I understand now why the company overall has high turnover and why there is not a culture of trust or relationship.

Post Covid we learn that when the tide goes out, we can see who is skinny dipping. Work life balance can be non existent depending on your department. By letting go of 60% of the workforce in contractors and interns the people who actually do significant work in quantity suddenly get a job that is now 3 jobs in one. Although the company is flexible the work load is at a pace that will cause real stress and anxiety/ depression. Some management should not be managers. You can not have a culture of do-this and correct-this instead of promoting accomplishments and a sense of fulfillment from hard work. Some management found real difficulty in switching to remote work. When you have a company built of star employees, you do not micromanage your team. Some teams cannot engage in activities like brand ambassadors because the work load is too large or managers will not allow it