Gensler

  www.gensler.com
  www.gensler.com
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1 person found this helpful  

Former Gensler employee, with high regard for Gensler

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Former Employee - Job Captain in Houston, TX
Former Employee - Job Captain in Houston, TX

I worked at Gensler

Pros

one reason people get left behind in their professional careers is there loss of continued education. Gensler offers many oppurtunities for continued education. The work enviroment is great. technology is always cutting age, new programs a continuily implemented, and atomosphere is very colaberative, you almost feel like a great big family.

Cons

At the end of the day business is business...loyalty to the company can seem to go one way. employees can sometimes be overlooked due to high rate of hiring and number of employees.

Advice to ManagementAdvice

Gensler should offer a better severance package. Gensler expects great work and loyalty from their employees. but when laying employees, offering a week severance package is sometimes taken as an insult. Also senior management should look into their sub managers every once in a while to ensure the mangagers below them are caring out their respocibilities according to the companys mottos.

Recommends
Approves of CEO

181 Other Employee Reviews for Gensler (View Most Recent)

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  1.  

    Cult members welcomed

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Project Mangement/Architect in Houston, TX
    Former Employee - Project Mangement/Architect in Houston, TX

    I worked at Gensler

    Pros

    Great opportunity for the young. Good opportunities to travel.

    Cons

    Easy to become pigeoned-holed. management tend to see only what it wants to see. Best to be a total yes man it order to succeed. Remember at Gensler you are just one cog in the big machine.

    Advice to ManagementAdvice

    Learn to look beyond your own ego and realize that those with ideas that challenge present these ideas to help not to criticize.

    Doesn't Recommend
    Approves of CEO
  2. 1 person found this helpful  

    Great projects to work on, and if you're lucky, great managers and people to work with

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Architectural Job Captain in San Francisco, CA
    Current Employee - Architectural Job Captain in San Francisco, CA

    I have been working at Gensler

    Pros

    Great project type variety depending on what practice area one works in. Fantastic place to meet and work alongside people at all levels who are bright, ambitious, intelligent and high caliber. Company gives financial support of exam cost or sof tudy time if one is pursuing accreditation or licensing. Encouragement volunteerism and other community-based extra-curricular activities. And did I say that there are great people working here?

    Cons

    Stuck-in-single-role happens a lot for those in CD production work. Lately, I've witnessed senior office personnel condoning and joining in on publicly deriding employees who are on their way out (resignation, firing). There is no clear mediation system in place when employee needs conflict resolution. Micromanagers and angry-managers (not pervasive but pity those who draws the short straw) subtly abuse lower-tier employees and thus appear to be rewarded for it based on $budget and $revenue. Gensler is a world class architecture firm, and should never ever resemble a sweatshop. However in SF there are studios that believe in: Client needs first, star players and squeaky wheel needs second, nose to the grind people needs third. If I was a client or a star player I would not be having a problem.

    Advice to ManagementAdvice

    Need alternate channels of communication (not just with studio/homeroom, not just PDP) to address issues such as conflicts or success mentorship/coaching. A menu of go-to persons in different studios or office/firm entities would help; internal billing for this type of role would encourage more persons to be such advocates. Need to get middle managers to ensure that their role is to empower lower-tier employees to fill their shoes, not be the gatekeeper to the club. This is a quality-assurance business requirement that project managers often forget.

    Recommends
    Approves of CEO
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