Kinder Morgan

  www.kindermorgan.com
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Kinder Morgan Reviews

Updated August 1, 2014
Updated August 1, 2014
98 Reviews

3.2
98 Reviews
Rating Trends

Recommend to a friend
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Kinder Morgan Chairman and CEO Rich Kinder
Rich Kinder
57 Ratings

Review Highlights

Pros
  • Good benefits and salary adjustments (in 9 reviews)

  • Safety culture, competitive pay, great benefits package, reasonable hours, plenty of advancement opportunities (in 7 reviews)


Cons
  • Friend or family of upper management (i (in 7 reviews)

  • The overall workload is unprecedented when compared to other Oil and Gas terminals and the pay does not come close to reflecting such output (in 3 reviews)

More Highlights

18 Employee Reviews Back to all reviews

Sort: Popular Rating Date
  1.  

    Understaffed, overworked, immoral.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Public Relations Consultant  in  Mandeville, LA
    Former Employee - Public Relations Consultant in Mandeville, LA

    Pros

    Decent Salary. Full stop. Oil and Gas aren't going anywhere.

    Cons

    Long hours, constant belittling of employees - especially those on Public Relations team. 12 hour days were common, pointless daily task lists were expected, as were calls from the PR lead late at night to receive verbal lashings concerning the inane minutia of the day.

    The entirety of the highly intelligent, highly dedicated PR team had quit within one year due to the working conditions.

    Advice to ManagementAdvice

    Find a moral PR lead.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
  2.  

    Personal Experience and Observation

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    Pros

    Physically appealing work environment. Flex time options. Big contributor to charitable causes.

    Cons

    Management not welcoming of new ideas. Exclusion of newcomers. Antiquated systems and processes.

    Advice to ManagementAdvice

    Appreciate the value that each employee brings to the table. Grow from the experiences of others. Support every employee. Be intolerant of hostile work environment situations.

    Doesn't Recommend
    Positive Outlook
    No opinion of CEO
  3. 2 people found this helpful  

    not very goo

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Operator  in  Houston, TX
    Former Employee - Operator in Houston, TX

    Pros

    some of the people are easy to get along with

    Cons

    management does not know what they are doing

    Advice to ManagementAdvice

    get a better grip on what is going on and quit listening to people and go see for yourself

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
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  5.  

    Unsafe and Unethical in SE Region - From a former Terminals Safety Professional

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - EHS Specialist  in  Tampa, FL
    Former Employee - EHS Specialist in Tampa, FL

    Pros

    Unfortunately, I cannot think of one Pro.

    Cons

    Sr. Management wants low injury rates, but has not idea what it takes. Rather than develop solid programs and a cooperative culture, the COO has implemented a culture of fear and discipline around safety. Employees and management fear reporting....now you have your low numbers. Unfortunately, the low numbers are gained via unethical methods. Regional Manages lie to try to get information and influence. Everything is done on a shoe string budget, therefore improvement is nearly impossible.

    Advice to ManagementAdvice

    Do some research on what it takes to create a positive safety and work culture. Ensure top leadership sets the right business tone. Get the COO out. After leaving, I met multiple people in the safety field who knew about KM and knew to stay away. KM is gaining a very negative image

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
  6.  

    not good

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Operator  in  Houston, TX
    Former Employee - Operator in Houston, TX

    Pros

    pay is decent , some of the people are good to work with ,benefits are ok,

    Cons

    they don't care about the employees,they want everyone to snitch on each other ,they try to breed the employees the way they want or get rid of you

    Advice to ManagementAdvice

    get new management

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
  7.  

    Worst job I have ever had.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Entry Level Terminal Operator  in  Galena Park, TX
    Current Employee - Entry Level Terminal Operator in Galena Park, TX

    Pros

    Have not found one yet.

    Cons

    Labor intensive job. Very little down time. Work hard for 90 percent of the time. Equipment is in poor dirty conditions. Go overboard on some safety items but over look some of the simple stuff. Have to ask for PPE (safety equipment)

    Advice to ManagementAdvice

    Come spend a day in our shoes and see it you could do half the work you are asking for in a safe and timely manner.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
  8.  

    Overworked valueless tasks in a Pressure cooker environment

    Current Employee - Anonymous Employee  in  Houston, TX
    Current Employee - Anonymous Employee in Houston, TX

    Pros

    There's a few good people left..................

    Cons

    Pressed and stressed for zero value demands from power struggle management. Chasing down the right solution has been replaced by the blame game.

    Advice to ManagementAdvice

    Complete restructuring is needed before all talented employees are lost. Restore the trust.

  9.  

    Awful experience - terrible local and Senior Regional managment

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Rather Not Say  in  Carteret, NJ
    Former Employee - Rather Not Say in Carteret, NJ

    Pros

    Nothing positive to say really not a word

    Cons

    Local management is incompetent and fearful of anyone with potential so in fear they attack and try to remove what they perceive as a threat. If your are competent you want to go somewhere else ths place will waste your time.

    Advice to ManagementAdvice

    Do an HR survey at the local terminal level and ask for specifics on the current VP right on down and you will have a clear pcture of the core issue.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
  10. 1 person found this helpful  

    60-70 hours per week in tax!

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    Pros

    Good salary, benefits, and employees are great to work with

    Cons

    Culture of "I did it this way and so should you."

    Advice to ManagementAdvice

    Rethink your cultural environment

    Doesn't Recommend
    Positive Outlook
    Disapproves of CEO
  11.  

    Incompetence, unprofessionalism, short-sightedness and self-preserving focus are just some of the major problems.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    Pros

    The health insurance benefits are good. There are a lot of examples of what not to do, which can be a very valuable learning tool.

    Cons

    The management in the Lower River Region is incompetent. There is no planning, no communication and the managers are primarily focussed on preserving their careers at all costs. Initiative is discouraged, yet there is no guidance to direct progress. When employees have to take initiative due largely to a "tenured" employee shirking their responsibility, that task suddenly becomes the responsibility of the initiative-taker. There is no effort to retrain the ineffective employee or define work responsibilities and hold employees accountable to specific, defined responsibilities. Employees at the lower levels are treated with disdain and animosity when they point out unsafe or inefficient processes or equipment. When something does go wrong, efforts are directed at blaming a low level employee who can be made into a scapegoat and summarily dismissed. There is no significant root-cause analysis conducted, and when it is, the reports are editted to ensure no blame or responsibility falls on the shoulders of the senior reporting managers. Most of the terminals in the lower river region were previously, "Mom-and-Pop," terminals. Consequently, there are a lot of different programs, policies and procedures in place. Maintenance programs are typically ineffective if they exist at all. Work flow and inter-department communication is negligible. There is no effort to create any kind of process standardization. Kinder Morgan, in response to threats of disciplinary action from the EPA, put together a Terminal Asset Group (TAG) that was supposed to standardize equipment, policies and procedures throughout the Bulk and Liquid Terminals. But, as with most things derived from regulatory threat, it has largely fallen by the wayside; giving way to profit margin and management bonus pressures (It is understood that the EPA will not take serious action against a $100 billion energy company). While the upper executive branch puts out well-documented statements calling for quality focus, customer care and above all safety, these seem to only serve the purpose of making sure the Kinder Morgan legal team has a sufficient stack of documentation proving their executives are not liable for the actions of the employees. These philosophical guidelines are never expounded upon or broken down into cogent processes, policies or procedures.

    This is a very frustrating place to work. If you have any other options I suggest you strongly consider them. This is a good stop-gap measure for a pay-check and that is about it, certainly not a serious contender for a career.

    Advice to ManagementAdvice

    Seriously analyze your unit level managers. If you do seriously want to change your company you need to analyze the low level managers. Most of them do not know that they don't know. You need to teach them what you expect and show them what they are doing wrong. You need to teach them how to think more than 1 step ahead, how to plan, prioritize and communicate. The most disturbing fall-back answer indicative of an issue is the management response, "well, we've always done it this way." If you have identified the need for change, yet your implementers are doing it the same way they always have, how can you change? You should request a 5-year plan from all terminal managers. Ensure that they are building to that plan as much as they can with each incremental plant change. Scrutinize 5 to 10 major items on their budgets. Really audit a critical item or two, especially one that needs any kind of repair or maintenance. Audit an RMP item getting loaded or unloaded. Your current auditors either are not doing their job, or do not know what they are supposed to be looking at. Update the purchasing software and put in place standardized maintenance/work order/variance software. Right now people are still working off of carbon paper! Identify general work-flow process that you want and request area and or terminal managers to flesh it out. Right now everyone does and tracks everything differently. Standardize your engineering designs and ensure that your projects are building to that design. Maybe have your major projects group audit a big small project item. Talk to your department managers about which terminals are or are not listening to their guidance. A purchasing department executive told a terminal manager how to change unit policies to conform to Kinder Morgan corporate policies without bogging down the system as much as he had and he completely ignored her guidance. Hold commercial accountable for communicating customer needs or requests to operations and engineering departments. Audit a managers' meeting and ensure that it is productive. If not, specifically counsel the managers on productive communications. Ask about specific meetings, when are they held, what is/was discussed, what actions came out of it. This is not micromanagement when you have indication of such incompetence among your management personnel.

    Doesn't Recommend
    Neutral Outlook

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