Once a great company that should get back to its initial winning culture
Pros
Great company & great people to work with. P&G is a company that has invested disproportionate in the systems, business process and people training so you can find a lot of mastery in almost all fields of work ; therefore, P&G represent firstly a huge opportunity for new hires who find themselves on a steep learning curve in their first years in the company. Also, the staffing and succession planning is usually very well done so you barely have time to get into in the comfort zone in your current role and you find yourself moving to a new assignment. This helps a lot on the personal growth part. Another pro is that P&G is a leading worldwide company with great brands , being year after year in the top 10 most wanted employers, which gives a sense of pride. Also the grow from within policy, brings the confidence that there are no "outside" factors to limit your career as long as you do good. Good compensation and benefits package.
Cons
The main issue comes from the fact that the culture and values have changed in the last period (although no one claims this) hurting in a negative way the organization (from a capability point of view). The main change comes from that the company is no longer appreciating "data based & intellectual honest " opinions but "positive thinking" in the most broader way possible. People are hurrying therefore to claim huge benefits and exceptional results behind flawed projects which start a ticking bomb bringing complexity to the lower levels or even damaging the business. This change of culture came with another change in employee assessment , by moving the focus from performance to image and as image is a variable in strong connection with upper-level networking , nepotism became quite spread in P&G. You can find yourself , therefore, on a good or a very good career path under one manager just to become medium to low when reporting to another, in disconnection with the level of your performance. Another con is that top management tend to cluster and defend , despite the obvious, a manager that gets negative feedback from its reports, especially those related to behavior. This habit has usually led to abuse-like behaviors especially at the upper levels (associate director and up) due to the nature of extreme constraint policy that some managers decide to use for their organizations. Last but not least, lower level should be empowered more, as the company is currently wasting a lot of talent, great ideas and opportunities coming from this layer of the organization.
