ONEOK Reviews

24 Reviews
3.8
24 Reviews
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ONEOK CEO; President and CEO, ONEOK Partners John W. Gibson
John W. Gibson
19 Ratings

5 Employee Reviews Back to all reviews

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  1. 2 people found this helpful  

    Lost in transition

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Technical Training Supervisor  in  Tulsa, OK
    Current Employee - Technical Training Supervisor in Tulsa, OK

    I have been working at ONEOK full-time for more than 3 years

    Pros

    2 weeks vac to start ,6% match on 401K,On site cafeteria, free parking, paid tuition assistance, full of friendly hardworking people.

    Cons

    Market based pay is well under actual market. WELL UNDER! 2014 strategic guide was all about Northern assets when existing assets need attention. Lack of wellness and healthcare programs for a Fortune 500 and still no GYM in corporate headquarters.

    Advice to ManagementAdvice

    Take a look at other successful companies that do the same business as we do and look at what they offer their employees. The motto is attract,develop, and retain yet a person with 10 years served can go less than a mile and work for a competitor making much more to start. Bright young people only start here to get work experience then leave to make money. It's the way it's always been.

    Neutral Outlook
    Disapproves of CEO
  2. 2 people found this helpful  

    A disappointing experience

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

    I worked at ONEOK full-time

    Pros

    Reputable for being a company that is difficult to gain employment from, indicates a prestigious environment. I was pleased with my pay and most of my co-workers were genuinely wonderful people. Their vacation policy is better than most companies because they give you extra hours of vacation depending on your years of experience in that field.

    Cons

    I took the job knowing it wouldn't be my preferred working environment, but hopeful I would move into a different group in a relatively short amount of time. They changed the transfer policy to a one-year waiting period within a few months of my employment but made exceptions at their own discretion. Other policies were similarly left up to manager discretion which allowed disparity in treatment of employees across departments; this caused contention and created morale issues. Their benefits appear to be fruitful on the surface but when claims were paid you realized the lack of actual coverage. They terminate insurance coverage on the day you leave vs. the end of the month, which is outside the norm of typical group insurance benefits.

    Advice to ManagementAdvice

    Listen to feedback from your employees and pay close attention to turnover statistics in each group and department. Assess the information and make decisions based on that data. Keep an open mind and always explore the perceptions of your employees before making decisions that will ultimately harm the working relationship beyond repair. I experienced that frustration firsthand but also heard negative feedback from retirees in that regard.

    No opinion of CEO
  3. 3 people found this helpful  

    "Myth of the Market Based Pay System"

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Financial Analyst  in  Tulsa, OK
    Current Employee - Financial Analyst in Tulsa, OK

    I have been working at ONEOK full-time for more than 8 years

    Pros

    2 weeks vac from start
    Average benefits

    Cons

    Where do I start......
    Market Based pay is a big sham. VP sat in the last meeting and simply stated that ONEOK will never be the top pay in any market. If you are just looking for top pay then ONEOK is not for you Per our VP.Then why is our CEO the top paid executive in Tulsa, OK? If I sat in a room with members from other energy companies in tulsa that do the same job I would be embarrased to bring up what I make yearly for the job. Your lower level supervisor's won't argue with you during reviews as they know this is true and losing people left and right because of it.

    Keep trying to push wellness programs to finally catch up to what the rest of the industry has had or been available for the last 5 years. Oneok just talks and preaches wellness. They don't offer anything you couldn't go out and get on your own dime and probably should. Should offer some benefit dollars for keeping fit and maintaining good health.

    Advice to ManagementAdvice

    Bring up the payscale for your employee's that still perform and even try to go above and beyond. Most are still trying to do an exceptional job for you. Let the folks that simply show up and sit on their rumps reap the supposed benefits of the market based pay and reward the people that you would like to see stick around and devolop into to leaders of this company. Stop bringing in new hire trainee's at with '0" experience at pay that people with 5-10 years are barely at. Makes no sense and only angers the people that have fought,kicked, and scratched for every raise they have received.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
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  5. 2 people found this helpful  

    Morale in tank in TX

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

    I worked at ONEOK

    Pros

    Texas Gas Service is part of ONEOK and you get decent benefits.
    ONEOK in Oklahoma seems pretty stable, TX business unit tanking
    Work hours in some areas of company are 8-5
    Employee stock share program

    Cons

    Management and long-time employees were slashed and burned in last 6 months. New TGS management is even worse, but ONEOK Exec. team in OK does not know and does not care that great employees are jumping ship as a result. Micromanagement to a soul-crushing, disempowering degree. Torturous new time-consuming processes for field and engineering to get projects approved. Have implemented rules such as no talking to co-workers, reviewing times for entering and exiting building (for salaried employees), daily log of every email and call made to make sure employees are "really" working. Rules are necessary, but it had become more of a prison-style, toxic atmosphere than a productive, respectful workplace.

    Advice to ManagementAdvice

    CEO gives major lip service to "employee development" but on the state utility level in Texas, there is no such thing. You can't wipe your behind without asking for permission, much less go to a training or work development trip that could further growth. Advice: Stop the flow of great employees out the door by getting the TGS management from president on down to service center management in check...maybe listen to actual employees' feedback (service specifically). The ship is sinking-try to rectify it now or lose tons of marketshare to electric. Even HR is being browbeaten by new local management for hiring "bad" employees--but the robotic new management has no idea how to motivate and empower their new teams. Make local leadership care about employees or show them the door.

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
  6.  

    It is a work enviroment of friendly people

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Pipeline Controller  in  Tulsa, OK
    Former Employee - Pipeline Controller in Tulsa, OK

    I worked at ONEOK

    Pros

    Friendly work environment. Laid back.

    Cons

    Low pay and there is a good old boy system in place, so getting promoted is not likely unless you are part of the fore-mentioned group.

    Advice to ManagementAdvice

    Be open to letting those who have the proper education and experience to advance without trying to cling to an employee because you are afraid to have to re-train a replacement.

    Recommends
    No opinion of CEO

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