S&P Global Platts FAQ

All answers shown come directly from S&P Global Platts Reviews and are not edited or altered.

17 English questions out of 17

21 October 2020

What is health insurance like at S&P Global Platts?

Pros

benefits are good but not that much

Cons

Medical Insurance only 3L, No Pick up Cabs

Advice to Management

Please listen and take action on problems faced by low level employees.

Medical Insurance only 3L, No Pick up Cabs

21 October 2020

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13 August 2019

Does S&P Global Platts offer massages?

Pros

quarterly 15-minute massages, 4 weeks paid vacation, working remotely flexibility, nice and caring managers and employees

Cons

Notoriously underpays it's employees compared to other Price Reporting Agencies.

quarterly 15-minute massages, 4 weeks paid vacation, working remotely flexibility, nice and caring managers and employees

13 August 2019

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22 July 2019

How are the career development opportunities at S&P Global Platts?

Pros

Work/life balance, really good/nice people, great benefits

Cons

career opportunities within company can be vague but seeing good progress here with new internal career week program

career opportunities within company can be vague but seeing good progress here with new internal career week program

22 July 2019

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15 November 2019

What kind of career opportunities exist at S&P Global Platts?

Pros

Great people and good medical benefits.

Cons

No room for advancement and large workload with little staff.

No room for advancement and large workload with little staff.

15 November 2019

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27 June 2019

How are senior leaders perceived at S&P Global Platts?

Pros

-Decent pay, especially if you come from a journalism background -Good work life balance

Cons

- limited progression - in the beginning, there's lots to learn and people seem reasonably smart -past a year, and you realise that this company absolutely cannot innovate, particularly because it is filled with senior leadership who have been there for years and are more interested in securing their position and surrounding themselves with a group of friends, rather than hiring or nurturing genuinely competent people. Having done their time, they now sit around making decisions from the London office that often do not make any sense for fast moving commodity markets. Additionally, for many of these markets, Asia is where you see all the action. However, many major decisions for Asia are made in London by people who have no understanding of the nuances of these markets or how these Asian commodity markets work. Nonetheless, top down decisions are carried out, regardless of market or employee feedback. - The culture is tense and many people keep to themselves, intent on carrying out their jobs without scrutiny. -There is a culture of hiring managers who have connections with leadership, but often have insufficient competence for the job. This is part of the organizational rot that is eating away at this company. This leads to the next point. - Bullying and micromanagement is common across many teams, and little has been done to remedy it. Bullying managers are kept on, and shuffled on to other roles (Catholic priest-style) in the organisation.

Advice to Management

- Stop being complacent, make yourself genuinely accessible to ground level staff. - dare to take bad leaders to action - stop treating employees like commodities - have a competent HR function - actually hire competent leaders and let them shake things up - value industry feedback and stop being hellbent monetization, focus on the product

-There is a culture of hiring managers who have connections with leadership, but often have insufficient competence for the job.

27 June 2019

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17 English questions out of 17