Navarro Research and Engineering reviews about "benefit"

Occasional long hours during project deadlines.

Deadlines can get tight, but it’s all part of the work.

I believe that benefits need to be improved. There should be separate sick leave as many people have minimal PTO and come in sick. PTO in general also needs to be improved. It is very minimal and it takes too long to accumulate more. Pay raises have also been minimal. There is little recognition of career advancements in terms of pay raises. It will continue to be difficult to keep staff.

Can get tough on buddy days, but they are manageable anyway.

Greedy owner shows no employee appreciation and benefits are horrible

Employee relations! I feel as if I am only cared about as what work I do and nothing beyond that. I do get not stepping into personal lives but you have to care about the employee as a whole. Life is hard and when you have employees that show up despite that hard life be there for them as they are still showing up and working hard because they take pride in their job. It is hard to do when that is never appreciated or even acknowledged. Employees want to mean somethig to Navarro and it be more than a paycheck. Sometimes a simple I see your effort and thank you or I am thinking about you during this diffucult time can mean everything to a person. Promote from within. Many times when a rare position becomes available external candidates are hired when there are resources internally that can be an excellent option. There is no room for growth within current roles. Moving to a senior or leadership position in the same role would be a great option to keep employees from looking elsewhere for career growth. There appears to be no career growth and the cost of benefits and living continue to rise without salaries changing at the same pace. The impact of that is far greater to those outside of the C Suite. Acknoweldge employees who go above and beyond to do more than their current role. Other duties as assigned should not be the norm so for those of us who do that constantly make an effort to reward that someway.

I think it would be great if Navarro could research providing medical benefits at 32 hours. Or 35 hours. I also think that Navarro could research how to gift leave to those who fall ill or how to let employees buy an extra week of leave. Two weeks of leave for 5 years is not enough. It may be standard, but if you need a differentiator . . maybe more could help.

Some projects have tight timelines, which can be intense.