With the turnover increasingly getting unstable, how will Enbridge retain talent? Especially with the archaic promotion cycle that focuses on "paying your dues," not merit, how will existing employees feel valued?
16 replies (most recent on top)
5% RAISE IS NEEDED COA is 5% HIGHER
WHAT WILL THE COST OF LIVING RAISE BE 5% - ASK YOUR LEADER SO THEY CAN REPORT YOU ASKED TO THEIR LEADER AND SO ON.
Hahahhahaha Bbq is important how else are those bosses going to feel relevant if they didn’t they to wear a mascot costume and make a fool of themselves
Lol at the post below. All of this is considered “leadership material” at Enbridge.
Promotion at Enbridge is decided by the following :
- Must be brown noser
- Must be white
- Must actively throw people under the bus.
- Must bully when one can get away with it.
- Organize United Way BBQ
- Pretend to care about inclusion while simultaneously insult and undermine minorities.
You have your next manager in line! Congratulations!
Only VP or above matters. What don’t you understand about this?
Some corps - even VP’s are disposable.
Whiners are not promotable.
I love hiding in Enbridge and getting paid for BS
Its a great company, just take advantage like me and every other useless twit in there.
Its actually pretty funny don't get all wound up it does you no good.
"play the Game"
Our department of 10 people has had 8 people leave within 2 - 3 years, and I have had 4 "poople " leaders
It's really a joke,
our manager says it's because we are doing such a good job people are getting more opportunities to move on,
this is really not appropriate to tell people such a story.
Anyway it works for me, I can tell them anything
To get a promotion at enbridge you need to be the the daughter of a director and you’ll get an easy pass. Seen this in Waterloo office, nepotism at its finest. To he-l with hard work and talent.
Enbridge is not a social collective. It is not a morally driven wealth distributor. It is a publicly traded company operating for profit.
You command a salary commensurate with your occupation, not your impact on value delivered. If you're a backhoe operator, you get paid fairly compared to other such operators. Wishing that be different is fine, if a little silly. But it's not going to change.
EBITDA is a term thrown around a lot by people who don't actually understand it. It isn't profit. It's used to show operational earnings. You still have to subtract actual things from the acronym before you arrive close to net.
If you want to be paid well for your w pro today, Enbridge will suit you. If what you're interested in primarily is promotion, and you don't network well, maybe somewhere else is appropriate.
However, if you leave, be prepared to start complaining about those same issues in your next gig. Enbridge's culture isn't special or unique. But follow that greener grass, if only to find anthills and bald patches upon your arrival.
Brilliant!
Going to beat the IP guy/gal to the punch. Thinking it’d go something like this…
You think it’s hard getting a promotion. Imagine being in the IP group where everyone is a superstar. Extremely difficult to stand out when every single team member is a part of the highest echelon, etc., etc. Insert additional patting on the back, bragging, same old lame narrative here…
😄
Nepotism and racism have been obvious at Enbridge, which is very unfortunate. People who are close to the top management have always been getting the lift. I have seen all the people close to Vern getting promoted so quickly half of which are not competent enough to do their jobs. I got frustrated with the nepotism and left the Company a few years ago. There are many great opportunities out there for qualified people.
Promotions at Enbridge rely entirely upon nepotism, and how much of a bully somebody is. Also helps if you are a white.
Anyone who is an immigrant, Black, Asian, Arab or a racial minority is treated like dirt. I’ve seen many of them leave the organization during the great resignation.
And honestly who can blame them. I am looking for an exit too.
Working here is toxic.
What talent? I've dealt with many in upper middle management, front line managers, engineers etc, and its the same d-mb people, dragging their feet on a decision, mainly because they are just not that clever.
How to retain talent and make existing employees feel valued... hmmm.
Just off the top of my head, maybe try improving pay/benefits? Try one? Try the other? Maybe even get wild and try both!?
ENB CAN afford it. 2021 EBITDA ~14B. ~12k on payroll. About 1.16million per employee. Do you think this 1.16 million is being shared equitably? Is it possible that a massive percentage of this goes to upper management, buybacks, acquisitions and large shareholders? Maybe the PEOPLE THAT ACTUALLY PRODUCE THE VALUE should get a bigger share?