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4 people found this helpful
I have been working at WorleyParsonsPros
Benefits, both salary, insurance and retirement accounts are above average in both the industry and the nation. If the 9/80 schedule was consistent, that would be pro as well. Unfortunately it is not stable.Cons
The entire company is broken, I have never worked for a company so lacking in consistency, process controls, operating procedures, communication protocol, internal education or training, work/life balance, budgetary oversight, leadership or company direction. It's very disheartening to hear so many people be physically unhappy with their job, and just feel they are making a paycheck until something better comes along, yet management is completely unconcerned with the high amount of turnover or low morale systemic throughout. We're all widgets, plugged in wherever a warm body is needed, regardless of project need, expertise, quality, growth or client benefit. What is the point in working for a company that is just shoveling out deliverables without thought to ethics, quality, value engineering or future development - of the world they so loudly tout as being so important, and their employees? And it has very little to do with cashflow, although that is always a factor, the fundamental elements of employee training, retention, career growth, company growth and vision is completely nonexistent. As one said, we are all drones, treated that way and now represented that way as there is no other way to function, you either deal with it or you move on, there is no changing it. And if you have any talent, you do move on, quickly, before your personal ideals are trampled beneath the feet of work completion and billability.Advice to ManagementAdvice
Recognize what individuals are capable of, hire according to location or group pursuits, and pursue RFPS on that basis, not the idea of "Centers of Excellence" which really is not congruent with what locations are doing or what your talent actually is. And do not go after each and every RFP on the street regardless of credence. Create a real, working mission statement, or one for each office, that is in line with the above.
Also, provide time and budget (overhead) for proper training to ALL employees on project management and controls, allowing of course there are standardized practices and protocols in place for each. Develop a real career development program that is based on company growth, employee capabilities and future education, if applicable, and employee goals, not a career development program that is focused on irrelevant information, irrelevant company goals and non-existent paths.Doesn't RecommendDisapproves of CEO