Mi experience of 12 years working here points to a very poor leadership. In the years I have worked here I have seen a parade of mediocre to bad bosses, elected based on their relationships rather that their skills as managers (there are some fee fortunate exception). This is a chronic disease in GE from many years. Surpincingly the company never fires the manager when things go wrong, they Chop the little guy off and relocate the manager when the teams are depleted so we get a mixture of recycled bad bosses all over the company. This is a problem that had lead GE to disaster.
The salary increase is around 3 to 4 % per year if rated as average engineer. This might sound good in countries with low inflation rate, however in Mexico that is slightly below inflation. This means that every year your real salary is a little less.
Extremely slow growth: promotions is where you might get a better salary increase, how ever the promotion process in GEIQ is very dark and ambiguous because of the way managers in GEIQ do that. I tried to get a promotion and chased it very hard and I did not get it, then once I was tired, providentially I got it for the wrong reasons!. And that is because is not given based on your performance but the manager interests at that point.
In this company I have found extremely difficult to layout a career plan with the managers. Yes, there is very nice a system where you can plan different paths and options for your career and so on. However at the moment of getting achievable targets and the commitment from the manager to move you to the next position if they are met is where you will lost your boss in GE.
In these years many times I have heard relocation is frozen. I have looked for opportunities in other teams, then many times I heard from human resources that relocations are frozen then I can not even apply to other position. That is not always but I have heard that 60% of the times. It is a nasty and innefective way to try to retain people. At the end people will leave GE rather than continuing in a different position.
GE human resources really is in bad shape. Their intents to retain people and keep them happy are limited to being flexible policies as working hours, working from home, dress as you like (literally, there is one guy here that uses unicorn/panda bear hat). All that might be nice but they should be effective in solving the real problems as salary, motivation and managers retaliation.
Very bad investments. We have spent millions of dollars in equipment, laboratory, etc not used frequently. While the business case should be viceversa, Locatel the need, then buy the equipment. Recently I saw a note telling, "propose ideas for the 3d printing machine we just bought", should not that question come first before buying the equipment?
