Pros
• Some coworkers at the same level were supportive and easy to work with
• Good opportunity to build peer relationships with people who were also early in their careers
• Exposure to solar projects
Kontras
• Compensation did not scale appropriately with cost-of-living changes. Employees were expected to relocate to a high-cost area without salary adjustments that made the move financially sustainable.
• Relocation and on-site expectations were inconsistent. Junior staff were required to be in the office while much of management worked remotely, limiting access to guidance and decision-makers.
• Management effectiveness varied. Inexperienced managers and remote oversight often resulted no clear direction and mentorship.
• Process rigidity discouraged improvement. While feedback and new ideas were initially welcomed, meaningful changes were often dismissed in favor of maintaining existing approaches.
• Performance management lacked support, with limited coaching or resources provided to improve outcomes.
• High employee turnover created instability, loss of context, and frequent shifts in priorities.
• Organizational direction was unclear. Strategic shifts often.