Solar Turbines reviews

Culture promotes cohesion over everything. This means that nearly identical raises are given to people who do the absolute minimum and the highest performers. This is done to keep everyone "happy". Company states that it pays in the 75th percentile (without sharing any of the data with its employees) and deceptively includes "at risk" pay (incentive compensation) as part of this baseline. Executive management have tied managers' hands from giving out large raises to high performers, and made it so that most new employees are unable to advance in the salary grade and are constantly near the bottom of their salary grade. Company is slow to adapt to market opportunities, and is conservative to a fault. Most of the highest performers have left for better opportunities, as the pay structure is a give and take (in order to give more to one employee, you are required to take from another employee). In order to keep everyone happy (which is the most important Solar value), despite discouraging high potential/higher performer employees, managers tend to give nearly identical raises to all their direct reports regardless of ability and potential.

System and process changes not fully vetted before release