Good Energy (UK) Reviews

- Founder Syndrome in full swing. -- See wikipedia - Dunning-kruger effect is also affecting people. -- See wikipedia Sadly the culture at the top directly contradicts their brilliant values: [Hence the 1 star for culture and values below, it looks great on paper, but there is little evidence of the behaviours being demonstrated] - Nothing is straightforward at Good Energy's they have a tendency to use a topdown micro management approach. - Constant shifting of focus on to short term goals, means no one really knows whats happening and long term stuff just gathers dust. - The 'Top' has very little interest in actual customers, their problems or what it might take to fix them. - Inclusive means if CEO and or certain directors like you, you'll be given a promotion your likely not qualified for and they will badge it as 'development'. - Culture of blame at the top. I've had to comfort distressed co-workers more at GE than any other previous role. Fairness rarely gets a look in. - Bulling regularly witnessed 1st hand to demean and belittle people. - Inappropriate comments and overt displays of alpha male nonsense go unchecked. - Needlessly competitive Sales culture results in an "either your on our team or your the opposition" resulting in unnecessary confrontational attitudes, special treatment of a select few, which all further divides the teams and undermines people. - Some people think that because they have a PHD they have 'completed' education and they have nothing more to learn, this results in some serious narcissistic behaviour. Like the climate crisis Good Energy's CEO and Directors suffer from: - Huge lack of common sense coupled with a pretty healthy amount of confirmation bias resulting in poor decision making. - Systematic and repeated failure to listen to 'expert advice'. Resulting in a huge technical debt and investment in the wrong things at the wrong time. - Not much desire to look at any data that goes against their bias. - Lack of understanding about engineering/technology/digital/marketing/brand. - Lack willingness to truly empower people. They say they value their people but the staff churn speaks for it self - HR are always busy ushering talent out the door with some sort of severance package. In my 3 years at GE I attended close to 45 leaving drinks, thats more than in all my previous roles combined. The new building has always been 18months away (once they start), for 3+ years and counting.... and still no diggers.