Pros
I worked for a small division within GE Healthcare called Performance Solutions with a team of upto 20 people. Small team allowed all of us to know each other and help
Cons
After having 11 years of working experience, my 2 years of stint with GE Healthcare Performance Solutions was the worst experience of all. I joined GE from another big mutinational from US after getting great reviews from my friends in GE US but middle east division was a big dispappointment. Here are the cons: 1. Lack of GE culture- There is no culture that drives GE values in the business and leadership is not focusing on building a company that is driven by values and humanness. As I know, there is a strong corporate culture in GE US but I did not see an iota of it in the 2 years that I worked with them. This was my biggest disappointment indeed because its how we do things matter more than what we do. So, people who dominated with arrogance set the tone for the rest of us. They did use the same handbook and lingo that they use in GE US but do not live and breath it. 2. Incompetent Leadership making poor hiring/promotion decisions - Culture and performance is driven by leaders and if they are hired not keeping in mind what they will be able to create, disastors happen. People are hired and promoted not keeping in mind if they are a good fit or capable to take the business to the next level. Unfortunately, decisions are made not on the basis of your subject matter expertise you bring but rather how you look and talk in front of the Saudi clients. Superficiality over excellence is the norm 3. No Trainings and Growth Path - I was provided with 4 days of training in 2 years time because there was no focus on building the teams capability. Moreover, this 4 day training was a repeat of what I had already received before joining GE. There was no growth which led to 100% staff turnover in 2 years time. 3 months after I left, everyone I knew, when I joined had left as well. They did promote some of them after being threatened to leave but not rewarded for the work done by teh deserving. I hope this makes the leadership question the driving factor behind this turnover. For that, they will need to be reflective. 4. Highly Unstructured - We taught our saudi arabia clients how to bring stability in chaos but the leadership never practiced what they preached. This was the biggest irony. On one side we are trying to convince our clients about the effectiveness of our solutions/principles but on the other side never ourselves lived with the same principles. 5. Very Poor client base - They could get by with any quality of delivery just because they client base was very immature. Leadership constantly sent the emssage that it is okay as we cannot spend more time due to shrinking margins and this is the best we can do.
