-Pay and benefits seem to have deteriorated as Immelt is pushing for the $2 EPS metric by 2018. Employees in the high performing GEA division always seem to be compensating for the less competitive divisions in perpetually "bad cycles". Compensation at the Senior Professional Band is "competitive" aka average and is not really the meritocracy they make themselves out to be; relatively easy to get better compensation and more responsibility outside of GEA.
-If you aren't in ENGINES, you may feel perceived as 2nd tier. If you are at one of the satellite engineering sites like Unison, Rockford, MRAS, you may as well be working at a different company for all the attention your "colleagues" at engines may deign to pay you. Not exaggerating - often can't get people to show up for meetings, answer emails or pick up their phones after weeks of pursuit.
-Complete lack of a MID career grooming strategy within engineering for other types of roles such as commercial/sales or product management. Middle tier management seems to be made up of persons more interested in advancing their own brand than growing and promoting their teams. Actual talented organization leaders/people leaders go nowhere.
