Clyde Bergemann

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Clyde Bergemann Reviews

Updated Jun 5, 2014
All Employees Current Employees Only

2.2 26 reviews

50% Approve of the CEO

Clyde Bergemann President & CEO of Clyde Bergemann Power Group Franz Bartels

Franz Bartels

(2 ratings)

26% of employees recommend this company to a friend
26 Employee Reviews
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    Great work environment...

    Anonymous Employee (Current Employee) Atlanta, GA

    ProsClyde Bergemann offers competitive wages and an excellent work/life balance. The work environment is professional and fellow employees (including management) are always happy to assist. They provide all necessary tools/resources to enhance and keep employee morale uplifted. I appreciate that they do take their mission statements seriously and often ensure that we are utilizing them and treating each other with respect (both internally and externally with clients/customers). Training is a key component and is encouraged. Finally all levels of management are approachable and eager to listen to concerns and ideas about how to improve processes.

    ConsNo monthly/regular meetings with other/supporting departments to collaborate on upcoming changes and/or processes and procedures.

    Advice to Senior ManagementWhile I haven't been employed with the company very long (this is my 2nd go around) I do see changes and efforts are being put forth and I for one appreciate it as it shows you are actively listening and being proactive with regards to employee's and the overall well being of the company.

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

    • Culture & Values
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    • No Opinion of CEO

    1 person found this helpful  

    Don't listen to any positive reviews that have been given 5 stars

    Anonymous Employee (Former Employee) Atlanta, GA

    Prosdress code
    work hr
    competitive pay (but remember you will not be getting a raise/bonuses)

    ConsUpper management tells other managers to write good reviews on these web sites.
    You are welcome to give any feedback/opinion about the company, but once you leave the door your opinion is in the trash can.
    I'd say about 40% of new hires will leave the company within a yr.
    You have to be chosen one to be liked

    Advice to Senior ManagementNone since you don't act after listening to other employees

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

    • Culture & Values
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    1 person found this helpful  

    #1 reason people stay with a company is the management...#1 reason they leave is the management

    Anonymous Employee (Former Employee)

    ProsGreat place to work if you are one of the chosen few. These individuals are compensated well and advance within the company quickly and consistently. They are arbitrarily chosen to be members of a "young talent" program, which is actually based partially on age (management has no concern for age discrimination suits).

    The majority of the coworkers are great people that provide an upside to the company, but the smart ones don't stay for long.

    The CEO of the Atlanta (Boiler Efficiency) division is a nice guy, who is easily approachable and appears to listen to all thoughts/concerns, but as soon as you leave the room your thoughts are quickly bashed by the chosen few who have been advanced within the company.

    The company is a great place to work if you are not concerned with your income and enjoy tedious tasks and beat downs from upper management. The company turns constant heavy profit, and will be sustainable for many years.

    Company is lax on dress code, and flexible on working hours.

    ConsThe company overspends by several hundred thousand dollars over budget on a long overdue building remodel, and has the gall to tell employees there may not be room for pay increases or bonuses. Building remodel was long overdue, but extremely poorly planned out. It was clearly designed by someone who has no clue how the company operates, and who needs to interact with whom (and that is with heavy CEO input).

    Company seeks management positions to be filled from outside rather than recognizing current employees for their potential and for their work and promoting from within. These outside hires are unaware of what is in store for them, and do not last long (in the 7+ years I was there, I had 8 direct managers). The wet behind the ears hire made to run the execution group almost made an extremely intelligent decision to not accept the position based on the feedback given on this site, but he went against instinct and is struggling and aiding in the death of the department.

    The #1 reason people leave a company is because of the management....and this is an extremely top heavy company.

    The positive reviews that have been made for this company on this and other sites were directly the result of a mandate by the CEO for all managers to post positive reviews in attempts to quell the voices of the employees.

    Extremely silo oriented company. If you attempt to push a coworker in another department so that you can meet your deadlines, their manager will blindly back them, and you will be branded as "does not play well with others".

    Exceptional sales years are followed with <1% salary increases if any. Management has no interest in keeping up with cost of living for the average worker. If you seek out a raise, you are sent on a wild goose chase always ending with a statement that you will be reviewed in a few months, and when the time comes the conversation is always forgotten even when it is in writing.

    Multiple coworkers have been institutionalized as a result of working for this company. Countless more have taken to regular doses of anti-anxiety medications. This is no way to live.

    Advice to Senior ManagementWalk the talk. You preach owning the end result and being for each other, but there is no true support for the workers in the company. Listen to the employees and not the sales reps. Stop viewing the employees as being easy to replace.
    Stop preaching the importance of job value quotient, and then spit in its face by putting the employees in laughably small glass boxes, while giving Directors palatial estates. Until you actually see employees happy and stop seeing the consistent turnover in departments, JVQ does not exist. Compensate accordingly.

    No, I would not recommend this company to a friend – I'm optimistic about the outlook for this company

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    4 people found this helpful  

    THE CEO responds and further proves others posts.

    Senior Controls Engineer (Former Employee) Atlanta, GA

    ProsPay is descent, low leveled employees are easy to get along with. Flexable hours.

    ConsThe problem has always been upper management with Clyde Bergemann. What is truly sad is that the CEO responed and stated the following

    "The author cites 20+ controls engineers as having left. Although the turnover in this department has been higher than in others (about 5% over the last few years, less than 2% in the last two), this was due to the relatively high demand and low supply of controls engineers in the region."

    Why would the CEO write this rebuttal on Glassdoor? Anyone that can complete grade school math can figure out how many engineers must be staffed to have a 5% or 2% turnover in the controls department. These ficticious numbers are created as anyone reading the truthful statements on glassdoor will run to the hills, so they must post inaccurate rebuttals to get anyone to apply. Lets dig a bit deeper into the math that was used to come up with the 2% and 5% figures. Considering there are only 6-8 controls engineers on staff, how many can leave to give you 5%? Do the math again and try to get the 2% number quoted....I can tell you that one engineer controls engineer who was the longest member left last year!! So unless you had a staff of 98 controls engineers you cant have a 2% turnover!!!!!!!! nice,,,, very nice.... .
    To attempt to deceive potential candidates by creating fictious numbers shows the character of management. What they still fail to realize is that Clyde Bergemann is a huge STD on your resume.. Why is that? You have to explain why you work at companies for 5-10 years and then work at one for only 6 months to a year.. Do they believe you? you can only hope they do...
    As for the 20+ engineers, this number is low, a list is held by a long time employee who actually keeps track of controls engineers in the last 5 years and the number is closer to 30 out of a staff of 6-8 controls engineers. Finally, what does high demand and low supply of controls engineers have to do with them leaving? NOTHING! All this would say is that your company does not treat or pay them enough for them to stay!

    Another huge, huge problem that I was not aware when i was hired is that you also work with one to three contractors who work at full contractor rates and make double what a hired on employee makes. Sorry CEO, think your numbers through next time before you make a ficticious post.

    Advice to Senior ManagementBe honest, honest, honest. and listen. You have dug in your heals to defend an operation that is and has failed and are proving the posts by making confirmation and responding.

    No, I would not recommend this company to a friend

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    Great Company To Work For

    Anonymous Employee (Current Employee) Atlanta, GA

    ProsClyde Bergemann does a great job of rewarding talented employees with opportunities to advance their careers and develop their skills.

    ConsCustomers in the industry can be difficult to work with.

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

    • Culture & Values
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    • Senior Management
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    • Approves of CEO

     

    Industry Leader with Great Work Culture

    Engineering (Current Employee) Atlanta, GA

    ProsPlenty of helpful and approachable people that are more than willing to help out.

    It is not about the number of hours that you work, it is the hard work and results achieved that are rewarded. There are plenty of opportunities both in Atlanta and Internationally for those with the drive and motivation.

    Senior Management are proactive and always happy to listen to and act on any ideas for improvement or development.

    ConsAgree that customers can be difficult to deal with but in my experience this is typical of the Power/Heavy Industries and can be managed easily if approached in the right way.

    Some people use the email system like instant messaging and copy in too many others. This can be over bearing at times.

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

    Clyde Bergemann President of Clyde Bergemann Power Group Americas, Boiler Efficiency Products Division responded to this review

    Apr 3, 2014

    Thanks for taking the time to leave your comments about the company. It's great to hear that you are enjoying working here and are as excited as we are about the opportunities and future as we are.
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    Great company with plenty of perks

    Product Manager (Current Employee) Atlanta, GA

    ProsTravel, competitive salaries, promotional opportunities, easy-going environment. Management is very supportive of employees' growth and continues to look for ideas to keep moral high.

    ConsVariety of tasks. This makes the job difficult at times but can also make it very rewarding.

    Advice to Senior ManagementEverything continues to be move in a positive direction. The job is challenging but this is understandable because the company has to continue to adapt to the market.

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

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    Unique business that continues to be the front runner within our industry. Ample opportunities for young professionals.

    Operations (Current Employee) Atlanta, GA

    ProsContinued growth in technology. Generally a trend setter within the industry. Will allocate funds for research and development and training. Treats employees with respect and allows growth opportunities to dedicated hard working ndividuals.

    ConsHas retained employees who often don't produce due to a difficulty in hiring qualified replacements. Some work centers require more effective training programs for new hires. Some of the younger managers stray away from subordinate and office conflicts due to lack of experience. They require leadership training.

    Advice to Senior ManagementMight consider restructuring the employee review process to better represent each department which all have different challenges in meeting the company goals and objectives.

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

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    A lot of great opportunities here

    Anonymous Employee (Current Employee)

    ProsGlobal company with chances to work on international projects that effect the entire organization

    ConsNeed more visibility of overall company background to employees

    Advice to Senior ManagementContinue to encourage young talent. The current Young Talents program is extremely motivating and helps with understanding the overall business.

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

    Clyde Bergemann President of Clyde Bergemann Power Group Americas, Boiler Efficiency Products Division responded to this review

    Apr 3, 2014

    Thanks for your comments on the company. It is good to hear that the Young Talents program is helping to give you some extra motivation and understanding of the group's business. It is really ... More
    • Culture & Values
    • Work/Life Balance
    • Senior Management
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    • Disapproves of CEO

    4 people found this helpful  

    Think at least twice to the 10th power about this company

    Anonymous Employee (Former Employee) Atlanta, GA

    ProsEasy to get hired if you are young and degreed, a great place to make your mistakes, learn from them and move on to a better place. Definitely beware inertia.

    ConsI wholeheartedly agree with the previous chronological poster in that virtually none of the glowing positive reviews immediately prior to that one bear any resemblance whatsoever to the unspoken realities that everyone with a pulse and sentience is fully aware of within the company. The environment is characterized by two distinct and starkly disparate sides. One is the external confident and welcoming face warmly embracing the concept of change while the other hidden one remains totally intolerant of anyone speaking up in any effort to actually effect significant positive improvements. The status quo always trumped any efforts beyond cursory lip service to do anything better, and the fight against doing anything differently at times seemed almost desperate. Those that fought the hardest to maintain the status quo while simultaneously discussing the concept of continuous improvement and such (just for the team show, of course) were indeed the few that were well rewarded. Unsolicited direct contact with any of the perceived CEO’s while attempting to sincerely make useful suggestions by those not in the immediate pecking order could easily result in a surprise career change. This company will need some leadership able to appropriately measure and hold others accountable if it is to survive. The remaining good employees that have kept it afloat this long would be much better off either in a buyout situation or elsewhere. The previous poster was 100% spot on in all regards, particularly regarding the fate of anyone that spoke out. On the bright side, most of us that were thus discarded have found that life outside is significantly better and brighter than it ever used to be.

    Advice to Senior ManagementSeek out competence and not just superficial smiling agreeable faces, recognize and honestly address the severe flaws in the company culture, really listen and maybe actually consider differing opinions once in a while. Also, learn that your more experienced employees actually have some invaluable abilities that could affect the necessary changes for your survival in the coal business.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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