Pros
- Clear communication of expectations throughout the hiring process - The interview process emphasized that DEI was important to the company's culture as well as the 3 major culture drivers ("Do the right thing", "Make it Happen," "Find a better Way") - ERGs for every affinity that are active and engaged - Flexible hybrid work culture (for management roles), ensuring face time with team members each week but also flexibility to work from home when needed - Competitive salary with opportunities for advancement - Generous bonuses driven by both personal and organizational performance - Focus on investing in the development of the people that are at National Grid - In times of uncertainty or unexpected project shut down/pause, NG recognized that skillsets are transferrable and rather than letting go of whole teams (like other companies), people were re-distributed based on transference of skill sets
Cons
- Lack of clarity regarding major decision-making from executive leadership - Unclear metrics for meeting and exceeding expectations for performance bonuses