Vantaggi
- Smart, mission-aligned colleagues who care deeply about fleet electrification. - Work-life boundaries are generally respected (rare and genuinely appreciated). - People are dedicated and outcomes-oriented once priorities are set. - The mission is real, and many employees bring strong domain expertise.
Svantaggi
- In-office expectations vs. reality. The office environment is quiet and heads-down, with limited informal collaboration. Many important conversations happen in small rooms or within leadership circles, so ideas do not travel laterally as easily. This can leave both remote and in-office employees feeling isolated. - Process-heavy decision-making for a company this size. Planning and budget approvals can be multi-layered, and meaningful spend or initiatives may require repeated re-approvals. A lot of time goes to justification and revisiting decisions versus executing, learning, and iterating. - Bottlenecks at the top. Work can sit waiting for reviews or approvals, slowing momentum, leading to missed opportunities and last-minute crisis, and creating rework. - Internal expertise not consistently leveraged. Decisions are often made without looping in the people closest to the work, leading to avoidable friction. - Light onboarding and limited ongoing coaching. Expectations are not always clearly defined, and feedback is not consistently paired with examples or guidance (for example, on meeting facilitation and reporting). That can make ramp-up and improvement feel harder than it needs to be. - Turnover and continuity challenges. In some functions, turnover has been frequent, and institutional knowledge can walk out the door, making it harder to build a cohesive long-term strategy. - Weak upward feedback loop. There are limited mechanisms for candid feedback to travel upward safely and translate into visible change, which can contribute to disengagement over time. Leadership talks a good game but employees do not feel emotionally safe or valued.