P2 Energy Solutions

  www.p2es.com
  www.p2es.com

P2 Energy Solutions Jobs & Careers in Denver, CO

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15 days ago

Application Developer - Salesforce

P2 Energy Solutions Denver, CO

“Empowering the People Who Power the World” P2 Energy Solutions empowers the people who power the world. P2 is the world's largest software and… P2 Energy Solutions


21 days ago

Senior Director of Quality

P2 Energy Solutions Denver, CO

About P2 Energy Solutions P2 Energy Solutions provides a comprehensive range of software, geospatial data, land management tools, and outsourcing to… P2 Energy Solutions


20 days ago

Sr. Director of Architecture

P2 Energy Solutions Denver, CO

P2 Energy Solutions provides a comprehensive range of software, geospatial data, land management tools, and outsourcing to the energy industry. P2’s… P2 Energy Solutions


28 days ago

Talent Development Manager

P2 Energy Solutions Denver, CO

“Empowering the People Who Power the World” P2 Energy Solutions empowers the people who power the world. P2 is the world's largest software and… P2 Energy Solutions


16 days ago

Sales Director

P2 Energy Solutions Denver, CO

“Empowering the People Who Power the World” P2 Energy Solutions empowers the people who power the world. P2 is the world's largest software and… P2 Energy Solutions


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P2 Energy Solutions Reviews

52 Reviews
3.1
52 Reviews
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P2 Energy Solutions CEO Charles Goodman
Charles Goodman
21 Ratings
  1. 4 people found this helpful  

    Hopefully a honest and fair opinion

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

    I have been working at P2 Energy Solutions full-time (more than 5 years)

    Pros

    An idea place for entry level staff to gain experience and move on the better paying positions elsewhere. Flexible work environment to the point that you can pretty much do what you want.

    Cons

    There is no product strategy, only marketing spin presented as a product roadmap because they hope customers will believe. Examples - They repeatedly rename products to make them appear to be new and improved, without touching the underlying technology. Unidata is a dead and deficient technology no matter how you market it. Any new development that does emerge is such a cobbled together solution it is an embarrassment to demo to customers.

    Most line managers care about their product and team but are not empowered to have any meaningful influence without executive sanctioned decisions. These decisions will often be dragged out for months and years with the decision being to "not make a decision". End result - individual and team creativity is discouraged with people sitting idle at their desks rather than encouraged to explore potential projects. The long timers that stay have figured out how to work the system to get bye with as little work as possible, work from home and spend time doing what they want to do.

    A culture of trust where managers trust their subordinates and allow them to fail and then learn from their mistakes is not present. Individual opinions are not sought or valued, but rather one is expected to execute on a plan an out of touch exec thought would increase revenue.

    Staff turnover is high with no career progression into experience positions for junior and entry level team members. Staff are discourage from leaving by a combination of non-compete agreements and intimidation tactics. If you resign, they demand to know the name of your new company so they can harass you in the hope that they will withdraw your offer for fear of legal retaliation. They are trying to highlight "mutual respect" in job posting in the hopes of countering the negative perception, but bottom line is that once you are on payroll, nothing has changed.

    Advice to ManagementAdvice

    Advice to Charles - look at your executive team and understand that they may interact differently with their teams than with your executive team and yourself. The reason for the negatively and high turnover is a direct result of how staff feel about their interaction with a few execs and senior managers - the mutual respect referred to doesn't seem to apply or be truly understood. Moving execs to "problem" office doesn't solve problems - it just moves the 2 problems closer together. The exec team should be providing long term executable strategic direction to their teams which senior managers can transform into deliverable projects, instead execs get involved in detailed execution and cross-team bickering.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

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