Beware - Mitarbeiter (anonym) bei Sol Systems: Mitarbeiterbewertung

1.0
31. Jan. 2025
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

Friendly co-workers for the most part, free lunches in the office,

Kontras

The company is 15 years old still can't decide what kind of company it wants to be. The CEO cycles through executive leadership unlike anything I've ever seen. In the last three years there has been no less than 8 or 9 people hired to executive level positions that have already left. The company has pursued multiple failed attempts to start new business areas and people are leaving the company faster than they can hire replacements. I would not recommend this company to anyone who takes their career seriously. You will cycle through many different managers, conflicting guidance as priorities change every couple of months, constant reorganizations of teams and departments. and a general level of disorganization and lack of self-awareness that you wouldn't find at a more serious company.

Mehr Bewertungen zu Sol Systems entdecken

5.0
12. Nov. 2025
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CEO-Befürwortung
Geschäftsprognose

Pros

Great work environment | Amazing team

Kontras

Did not find any cons.

1.0
28. Jan. 2026
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CEO-Befürwortung
Geschäftsprognose

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.

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