Anadarko Petroleum

  www.anadarko.com
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Anadarko Petroleum Reviews

Updated Jul 25, 2014
All Employees Current Employees Only

4.0 68 reviews

100% Approve of the CEO

Anadarko Petroleum President & CEO R. A. Walker

R. A. Walker

(24 ratings)

86% of employees recommend this company to a friend

Review Highlights

Pros
  • Work/Life Balance is important now(in 11 reviews)

  • Our 9/80 schedule allows for more free time which helps balance work and home life(in 6 reviews)


Cons
  • Many of the "smaller" assets in the Denver office are understaffed and over-worked due to everyone going to the Wattenberg asset(in 3 reviews)

68 Employee Reviews
Relevance Date Rating
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    • Culture & Values
    • Work/Life Balance
    • Senior Management
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    Technology Group at APC

    Petrophysicist II (Current Employee) The Woodlands, TX

    ProsVery good work-life balance and benefits. Responsibility given at a young age and experience. Quality staff around you. Strong company values. Good bonus program.

    ConsTraining can sometimes be up to the employee. Cost saving can sometimes hinder individual progress. Culture of not confronting a team or employee when found at fault. HR department will always favor a senior employee/manager in case of a dispute.

    Yes, I would recommend this company to a friend – I'm optimistic about the outlook for this company

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • No Opinion of CEO

     

    Staff ITS Administrator

    Staff ITS Administrator (Former Employee) Denver, CO

    ProsGreat salary, bonuses, benefits, etc. I really like how they combine vacation and sick into paid time off (PTO), so that all can take advantage or get paid for not using time off. They also have two bonus programs, a 401K match, and a retirement plan.

    ConsAnadarko is getting to be such a large corporation that you can get pigeon holed into your specific skill set. They tend to promote based on age rather than performance, and they never get rid of anyone, regardless of whether or not they are productive. In addition, the cultures between Denver and The Woodlands are completely different, which makes it challenging at times. Denver employees are much less likely to be promoted than employees in The Woodlands.

    Advice to Senior ManagementChange the culture by promoting for performance, not age or location. Poor performers should receive poor performance reviews, otherwise the company will continue to retain unproductive life-time employees. Also, give notice to employees who are not petroleum engineers that attended A&M.

    Yes, I would recommend this company to a friend – I'm optimistic about the outlook for this company

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • No Opinion of CEO

     

    Old boys club

    Engineer (Current Employee) Houston, TX

    ProsWork life balance is great. Lots of vacation/time off and fairly relaxed schedules

    ConsThis is not an organized company. Considering its size, Anadarko needs to be more organized and less based on internal connection and feelings.
    It feels the atmosphere quite oppressive and secretive, information is really given and need to know basis, everything is so secret..

    Advice to Senior ManagementOpen a bit and get processes

    No, I would not recommend this company to a friend

  1. We want your feedback – Are these company reviews helpful to you?  Yes | No
    • Culture & Values
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    So so

    N/A (Former Employee) Denver, CO

    ProsBig company perks
    Great reputation in the industry
    Flex Friday's for corporate staff
    Technical information sharing
    Good leadership at top
    Safety conscious
    Stock!

    ConsBureaucracies
    Social clicks
    Overly conservative culture
    Significant divide between engineering and tech staff
    Heavy workloads
    Strict adherance to Minimum of 7:30AM to 5:30PM daily
    Tech staff not eligible for stock

    No, I would not recommend this company to a friend

     

    very good

    Anonymous Employee (Current Employee)

    Prosgreat company to work for

    Consnot too many cons here now

    • Culture & Values
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    • Senior Management
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    • Approves of CEO

     

    Great Company!

    Anonymous Employee (Current Employee)

    ProsThis is a great company and any one would be lucky for be employed by them. Lots of PTO, great bonus programs, great people to work with!

    ConsNot much to speak of...Maybe if you live in Galveston it might be a drive, but probably still worth it ;-)

    Yes, I would recommend this company to a friend – I'm optimistic about the outlook for this company

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Approves of CEO

    1 person found this helpful  

    Denver: Good company, great co-workers, but many junior managers un-developed, lack leadership skills, poor mentoring

    Techincal Staff (Engineering/G&G) (Former Employee) Denver, CO

    ProsThe work/life balance is pretty good overall, the 9-80 work schedule is key, plus the PTO based on age is also great. The people that work there are very good people and your co-workers are definitely a great asset. A lot of good, talented, smart individuals work there.
    Senior VPs, CEO, CFO, Board have a good vision
    Very good, stable company if you have a family, kids, etc.

    ConsFirst, Anadarko can no longer say "we arent a super major", because the corporate culture in the last 4 years has changed to that of a super major, they are more like Exxon than an independent. Which for me is undesirable, but for other may not be, I prefer a smaller company feel, which isn't there anymore like 5 years ago.

    Several front line managers are very immature, inexperienced, and un-mentored, mainly those coming from an engineering discipline. The company tends to promote those people that have been there the longest, not the people with the best, developed leadership skills. Promotions are very limited, with one very good geologist in the company being passed over for a title-only promotion 3 times, which is absurd. Putting in extra time, time on weekends, etc. is actually seen as a career-stopper. One supervisor actually being dishonest and making up statements to make their direct-report look poor has also happened, which goes back to the immaturity. Among the junior supervisor/manager level, people skills and how to develop their direct reports is extremely lacking, with one supervisor not actually even knowing the proper promotion guidelines for a discipline who they were responsible for, only caring about their own discipline. Coming down to not wanting to spend the time to make their direct reports become successful, only concentrating on their own self. Same junior supervisor also promised their staff many team building events and volunteer opportunities, while never coming through, again too busy concentrating on their own career and personal life.

    Prior military is also taken advantage of, the company benefits from the training, experience, leadership skills, etc., but does nothing to reward that prior life experience and the time in military, which is problematic across many companies, but for how much they say they are military-friendly, they don't do anything more than any other company, so in reality they are military-neutral if anything. There is no proactive stance to go out and find military veterans to hire, which would constitute being pro-military.

    Office politics is big, you have to "go along to get along" as is the case in many companies, but those that don't necessarily deserve promotions get them based on who they know, not necessarily what they know or how hard of worker they are or what they have been doing to better themselves in or outside of the company.

    Many of the "smaller" assets in the Denver office are understaffed and over-worked due to everyone going to the Wattenberg asset. These other assets are sacrificing for the benefit of one asset. The Wattenberg asset is also an "assembly-line" type job, with little to no work challenge, but long hours and very busy work life. Many people get burnt out from this type of work very easily.

    The VCP bonus (bonus based on stock price vs. 11 other peers) should be stopped, it was developed when the company was smaller and could sustain top stock performance against it's peers. The recent increase in dividend and growth of the company shows the company is more of a conservative stock play with lower end growth in stock price, basically only super-majors are its peers. Smaller peers have been consistently out-performing Anadarko stock, with the effects of Macando and Tronox suppressing the price, even with those issues coming to a close, the price still has seen marginal gain, with its peers out-performing it still.

    Medical insurance coverage has declined significantly since implementation of Obama-care, the company seems to be protesting the implementation of the mandate by passing the extra cost to its employees, instead of picking up the minor increase in cost themselves. Also, they chose a healthcare provider that isn't accepted in many of our field office locations, with our field staff having difficulty using it in remote towns/cities.

    Advice to Senior Management- Develop your junior-supervisors/mentors, the General Managers should take charge and develop their direct reports, take the time.

    - Lominger training should be put on hold or stopped for non-management employees, many people are disinterested in this training and it is a hindrance. By implementing the Lominger training, you are also inferring your managers don't know how to teach leadership on their own to their direct reports. By implementing Lominger, you take that skill or ability out of their hands. Learning how to teach leadership to people is a valuable skill, you do a disservice to your managers by not allowing them to teach their direct reports using their own knowledge. You are also trying to have a "pre-canned" leadership training method, instead of one that is flexible based on the manager's style of leading and the direct-report's style of learning. The Lominger training is one of the huge mistakes the company is making, also leading to un-developed, inexperienced junior managers who rely on this "pre-canned" training, instead of developing their own methods and learning from that process.

    - Be an industry leader in military-friendly! Promote those individuals with military and/or combat experience, bump them up to the next level in their title, pay a little more, recognize they spent time serving their country, recognize the valuable skills they bring, and the sacrifice they made by spending years in a role few will do, while those around them were in school or amassing industry-experience, thus by passing them in their present situation. Show your peers and the country that you want to be a leader in valuing prior-military.

    -Build a better mentorship/new hire program, there basically hasn't been a new hire training program for over 5 years. Disciplines should also be teamed up with disciplines for mentoring, geologists/geophysicists have a hard time mentoring engineers, while engineers have a difficult time mentoring geologists/geophysicists.

    -General managers seemed to have distanced themselves from their front-line employees for some reason, not sure why, but 3-4 years ago, the GMs interacted daily with the lower level techs, geologist, engineers, etc, but the last couple years they don't seem to interact. Make your GMs get out there and talk to the staff, I think it is very beneficial to know the people who your direct reports are managing.

    -Figure out the personnel issues with your non-core assets, for Denver, add staff into the non-core assets so people have a better work-life balance.

    -If you want to protest Obama-care, announce you are keeping the same plans and picking up the extra cost yourself, be the "bigger" person in the debate

    Yes, I would recommend this company to a friend

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Approves of CEO

     

    Anadarko

    Credit Systems Analyst (Current Employee) The Woodlands, TX

    ProsI have been here for 10 years last March. The company has come a long way in those 10 years. Work/Life Balance is important now. This company rebounded from an aging work staff to a younger more competitive workforce.

    ConsTend to get stuck in one position that you are good at.

    Yes, I would recommend this company to a friend – I'm optimistic about the outlook for this company

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Approves of CEO

     

    Anadarko

    Anonymous Employee (Current Employee)

    ProsGreat work enviornment, they really want you to succeed.

    ConsLots of driving and kong hours

    Advice to Senior ManagementKeep doing what you're doing

    Yes, I would recommend this company to a friend – I'm optimistic about the outlook for this company

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities

     

    Engineer

    Anonymous Employee (Current Employee)

    ProsCompensation is very competitive as well as benefits

    ConsI did not spend enough time working here to see any cons with the company

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