Managers at Southern California Edison give their company a 3.7 out of 5.0, while the average rating for Southern California Edison is 3.9, making them 5% less happy than every other employee at Southern California Edison and just as happy as every other Manager on CareerBliss - the happiest Managers work for Gold Crown Partnerships.
What do you like about working at Southern California Edison?
"The management team has some good ideas on how to progress the company. The benefits are okay - not the best I've had but not bad."
Do you have any tips for others interviewing with this company?
"Be sure you are the type who can let a lot of the crap of the day roll off your back. If you are the type who lets politics, lack of being valued and decisions impact your identity or emotional state, this place will slowly leech you dry. It is a bit of an emotional vampire. Put in a hard day's work and then leave it at the office and take care of yourself and your personal life. Don't let SCE become your life."
What don't you like about working at Southern California Edison?
"The culture is frustrating. There are way too many initiatives to ever succeed in rolling them out. There is also zero budget, and zero ability to acquire additional resources to progress on said initiatives. There is also a lot of pressure to increase performance and deliver efficiencies, though I have managed to do both. However, we are about tapped in being able to do more. I don't feel very supported or valued by my boss. The management team overall is okay, there are some strong managers, and some weak ones, just like any organization. There is a lot of change right now, change that should have happened years ago. I am all for the change, willing and able to support it. But with no resources and no budget, change efforts are not likely to be successful, and there will be a lot of wasted effort as a result."
What suggestions do you have for management?
"Overhaul the HR practices. The entitled employees have been running the show for a long time, not performing at a high level, abuse of FMLA is out of control, and sub-par employees have been skating by for years with commendable PDPs. Senior leadership is now pushing the strong message that managers need to have the courage to pursue discipline and weed out the herd. But HR throws up a lot of wishy washy road blocks and do not always provide decent guidance. There is absolutely no alignment in performance management. And a lot of time gets wasted as a result. Thinning the herd will be a long and painful process, and many managers will simply give up. Better to tear the band-aid off quick and be willing to write some checks some make some people go away. My manager is such an intense driver to vastly improve performance, yet I get little helpful support from HR. Leaves me feeling in the middle a lot. My manager is also an ego-maniac who is mostly concerned with his own image and an irrational need to always be right. He doesn't always accept guidance from his directs as the experts in how to accomplish goals, but he also doesn't offer much guidance, remove road blocks, or provide resources to accomplish it his way either. Again, a no-win situation. He loves to give his opinion from the 10,000 foot level as the expert."
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