Actions taken don't match the promises - Field Engineer bei GE: Mitarbeiterbewertung

Only as good as your last project, pays to get out of your department when the getting is good, i.e. your last project was a success. Top performers are overloaded until their performace degrades to "normal". Very bad at promoting the "best people", management unable to see inverse correlation with performance of who is actually promoted. Too focussed on internal metrics, to the detriment of delivering value to client.