Crompton Greaves Consumer Electricals is a major player in the consumer electricals industry, best known for ceiling fans, lighting solutions, water pumps, and small home appliances. Headquartered in Mumbai, the company combines legacy brand recognit...
"I joined as a junior engineer and felt welcomed from day one. The onboarding was practical and my teammates were patient with questions." Another colleague said, "You will get exposure to real product development, not just paperwork. There are good people here who will help you grow." These are common sentiments you will hear from staff across functions. Some employees add a caveat: "The pace can pick up around launches, but teams pull together." Overall, testimonials tend to highlight supportive colleagues, hands-on work, and honest feedback loops — which makes working here feel like being part of a practical, problem-solving team.
The company culture at Crompton Greaves Consumer Electricals leans toward product-focus, customer-first thinking, and operational discipline. You will find a mix of traditional corporate processes and pockets of startup-like agility, especially in product and R&D teams. There is an emphasis on getting things done and learning from market feedback. Cross-functional collaboration is encouraged, though some departments remain more siloed than others. For someone who values solid processes and the chance to see tangible product outcomes, the company culture at Crompton Greaves Consumer Electricals can be a good fit.
Work-life balance at Crompton Greaves Consumer Electricals is generally reasonable, with many employees reporting standard working hours and predictable cycles. During peak seasons — for example, new product launches or festive demand periods — you will see longer days and occasional weekend work. Managers usually try to compensate with time off afterwards. For those who value steady schedules, the company offers a predictable rhythm, but you should expect flexibility during high-demand times if you work in operations, sales, or product launches.
Job security is stable overall. The business operates in essential consumer categories (fans, lighting, appliances), which provides a steady revenue base. There are occasional restructurings aligned with strategic shifts, but layoffs are not frequent. Employees will find that performance and adaptability are key to long-term security. The company will generally support transitions within teams before resorting to terminations, and there are processes for internal redeployment in many regions.
Leadership is pragmatic and focused on measurable outcomes. Senior management emphasizes market share, product quality, and operational efficiency. Decisions are often data-driven and aligned with long-term brand positioning. Communication from the top is regular but can be formal; strategic priorities are shared through town halls and leadership updates. While leaders are accessible at scheduled events, day-to-day decision-making often rests with middle management and functional heads.
Managers are a mixed but generally positive lot. Many are praised for clear expectations, mentorship, and practical problem-solving. Some employees report variability: a few managers are more process-oriented and cautious, while others empower teams to take initiative. Performance reviews are structured, and managers typically provide actionable feedback. If you join, you will find that the manager you land with will significantly shape your experience, so early conversations during the hiring process are important.
Learning and development programmes are in place, with a focus on technical training, product knowledge, and soft skills. There are internal trainings, e-learning subscriptions, and periodic workshops. The L&D culture supports on-the-job learning more than formal degree sponsorships. Employees who proactively seek learning opportunities will find ample resources and mentorship. Structured career development plans exist for many roles, but the intensity of training can vary by location and function.
Opportunities for promotions are available but competitive. The company favors merit-based progression and often promotes internally for mid-level and senior roles. High performers who deliver consistent results and demonstrate leadership capabilities are likely to move up. Timing for promotions can depend on business needs and role openings; patience and visibility help. Overall, career growth is realistic for those who take initiative and build a track record.
Salaries are market-competitive for consumer electrical roles, with base pay reflecting industry norms in manufacturing, sales, and engineering. Entry-level positions offer modest starting packages, while experienced product and sales roles command higher pay. Compensation is generally balanced between fixed salary and variable components. Geographic location and function will influence the range significantly. Salary transparency varies, but benchmarks are usually aligned with peers in the consumer durables sector.
Bonuses and incentives are tied to performance metrics and business results. Sales and distribution roles have clearly defined incentives, often linked to targets and channel performance. For corporate and R&D roles, annual bonuses reflect company and individual achievement. The incentive structure motivates results, but predictability can fluctuate with market cycles. Employees will find that exceeding targets is rewarded, and top performers tend to receive meaningful bonuses.
Health benefits are standard and reliable. Medical insurance, group health coverage, and employee wellness programmes are included in most packages. Depending on seniority, coverage levels increase, and some employees receive family floater options. Preventive care and annual health checks are commonly offered. Overall, health and insurance benefits provide solid peace of mind for employees and their immediate families.
Engagement initiatives include team outings, festival celebrations, and annual awards. Events are a mix of corporate-led town halls and local team activities that foster camaraderie. There are recognition programs for innovation and customer impact. Engagement tends to be stronger at local office levels where teams organize informal get-togethers, sports, and CSR activities.
Remote work support exists but is not the core model. Hybrid arrangements are common for corporate functions, while manufacturing and field roles require on-site presence. The company provides necessary tools and connectivity for remote collaboration, but formal remote-first policies are limited. Remote flexibility will depend on role and manager approval.
Average working hours align with standard corporate schedules, typically 9 am–6 pm with a one-hour break. Some functions, notably sales, operations, and project teams, may work longer hours during peaks. Overtime is usually managed and compensated according to policy.
Attrition is moderate and reflects industry patterns in consumer durables. There have been periodic rationalizations tied to restructuring or market realignments, but no chronic layoffs. Employee turnover is higher in sales and entry-level roles, while technical and experienced staff show better retention.
Overall, this company rates as a solid, reliable employer in the consumer electricals space. Strengths include practical learning, steady job security, and product-focused culture. Areas to watch are variability in management experience and limited remote-first policies. If you value hands-on work, clear outcomes, and a stable business, you will likely find working here rewarding.
Read authentic experiences from current and former employees at Crompton Greaves Consumer Electricals
Decent colleagues, some exposure to enterprise systems.
Low pay for workload. Contract roles get limited benefits.
Great product focus, supportive leadership, exposure to new product launches.
Decision cycles can be slow at times.
Good exposure to costing and budgeting, supportive colleagues.
Increment cycles conservative, workload spikes during closes.
People-first culture in many teams. Good HR tools and structured policies.
Promotions are slow and sometimes unclear.
Good incentives, clear targets, decent training programs.
Travel requirements are heavy during peak season and weekends sometimes.
Stable job, good safety practices, predictable shifts.
Overtime during peaks and limited career ladder on shopfloor.
