Dysfunction in executive management is apparent throughout company operations - Mitarbeiter (anonym) bei Vectren: Mitarbeiterbewertung

Sparse raises not based on merit. A percentage is allocated to your department and in order for your supervisor to give you a raise, they have to take from another employee. You can work exceptionally hard and make the same raise as the known slacker in your department because the manager would prefer to avoid conflict. This leaves all involved unhappy. Promotions not based on qualifications. This results in widespread anger. Unequal pay between men /women and internal /external hires. Executive management with only clear direction to increase shareholder return. Department budgets consistently cut. Constantly asked to give money and charity hours to company-specified charities (not of your own choosing). All donated dollars and time are meticulously tracked, removing the positive feeling from doing charity completely out of the equation. Executive management ignores employee engagement and customer satisfaction data. Many employees do not feel comfortable disclosing information on employee engagement form because if demographics are researched, the employee can be identified. Employees are stretched incredibly thin because company runs so lean. If you are really good at what you do, this skill can be exploited until you quit and potentially keep you from being promoted. Equal time spent pointing fingers, throwing employees under the bus and actual productive work hours. Vectren is not a proactive company. They are reactive. Countless hours of employee time are spent researching nonsensical whims about topics they see the internet while real work continues to mount.