Good Employer - System Control Operations Manager PowerNet (New Zealand) Employee Review

free parking 25 days annual leave low regional living costs $100 health and wellbeing Southern Cross Wellbeing 2 Insurance Can serve as a stepping stone for gaining experience before moving to a healthier workplace A few supportive colleagues who try to make the best of the environment

My experience at this company has been overwhelmingly negative, and I believe it’s important for potential candidates to understand the culture before joining. The environment is extremely old-school and heavily micromanaged. Everything from the length of your breaks to the exact minute you arrive and leave is monitored closely if you happen to end up with managers who has been there for 10+ years. Productivity and performance seem far less valued than simply spending long hours physically present in the office, which can be discouraging for people who work efficiently or value trust and autonomy. A long-standing issue is the presence of micromanagers who have had multiple concerns raised about their behaviour over the years. Instead of addressing these issues directly, the company often moves such managers to other departments, which unfortunately perpetuates the same problems rather than resolving them. Many staff have spoken up about how this has impacted them, and this pattern seems well-known among people familiar with the organisation. There is also a noticeable culture of self-protection rather than collaboration. Among some long-term staff, there can be a strong tendency to avoid blame instead of focusing on teamwork, which often creates a defensive atmosphere where people seem more concerned with protecting themselves than working together productively. HR, in my experience, feels more aligned with supporting management than assisting employees. Flexibility is limited, even brief absences for genuine emergencies may require annual leave, while the many hours of unpaid effort employees put in often go unrecognised. The overall message is that employees should give as much as possible while receiving little in return. Financial decisions are scrutinised to an unusual degree: even minor work-related expenses can trigger questions, while attempts to save the company money are rarely acknowledged. The “benefits” promoted above such as extra leave days, free parking, or lower regional living costs, health insurance etc. tend to mask what are, in reality, below-market salaries for many roles. The company places heavy emphasis on tenure over performance. Employees who have been around longer are typically compensated more highly regardless of actual contribution. High-performing newer employees may find themselves undervalued, overlooked, and with limited opportunities for progression. Because advancement is so difficult, this workplace may only suit people who are content to remain in the same role long-term. For those who have any drive to grow, develop, or advance their career, this organisation is far more of a temporary stepping stone than a place to build a future. This is reflected in the company’s ongoing challenges with hiring and retaining staff, which has been an issue for quite some time. In summary, while a few people may appreciate the stability and traditional structure, those seeking a modern, fair, growth-oriented, and supportive workplace may find this environment extremely challenging. Staff retention is about 15% every year.

Great employee benefits like 5 weeks leave

Short staffed. Days change a lot