Avantages
-Talented workforce with many smart, mission-driven people. -Interesting technical problems, especially around data, planning, and grid reliability. -Business stakeholders are usually collaborative and appreciative — I consistently received strong feedback and support from teams I worked with. -Good benefits and work–life balance depending on the department.
Inconvénients
-Culture can be surprisingly hierarchical and fear-driven, especially in certain departments. -Leaders often struggle with providing clarity, constructive feedback, or psychological safety. Asking for direction or alignment can be misinterpreted as pushback. -Escalation is normalized — some managers handle routine questions with defensiveness, raised voices, or accusations of “tone” rather than engaging in clear, professional dialogue. -Meetings are sometimes ended abruptly during disagreements, leaving expectations unclear and employees anxious about unintended consequences. -There is a tendency to label employees as “aggressive” or “not solution-focused” when they request clarity or share guidance they were given by senior leadership. Performance feedback can feel subjective and impacted more by interpersonal dynamics than actual stakeholder results — even for employees with strong project outcomes and positive cross-functional reviews. HR is not consistently proactive about addressing patterns of managerial behavior unless multiple people complain. And even if they do, certain individuals on HR struggle to remain neutral
