Pros
Most divisions have a good work life balance most of the time. "Entrepreneurial" culture give most businesses flexibility in decisions
Cons
- All divisions of the organization function very autonomous leading to wildly different business cultures, brand names, processes, policies and communications tools. This can cause significant confusion to both employees internally and customers externally. Many divisions are on different emails and telephone networks, leading to regular situations where customers calling one division and needing to talk to another division where the best the employees can do for the customer is to give them the external 1-800 number of the other division. - Acquired companies frequently keep their original names leading to many employees completely unaware they work for CRH and oblivious that locations of other company divisions are operating in the same city. - Career advancement is almost entirely dependant on finding a senior leader to guide you through the convoluted organization and get you to be part of the "in" group and highly subject to change with senior leadership changes. I am actually considered part of this group and even from the inside it as deeply troubling. - Rapid career advancement available to those willing to rapidly and regularly willing to relocate but little to no support or guidance is given for employees taking on challenging roles and if there are any mistakes or perceived failures employees are either let go or demoted and given a long standing "low potential" assessment. - Performance management is really only focused on admin and manager level positions with the concept of the "talent pipeline" being focused on only senior leadership. Performance of front line employees is highly variable by division but mostly non-existent except for a few specific business sub-divisions.