Safety-Kleen

  www.safety-kleen.com
  www.safety-kleen.com
There are newer employer reviews for Safety-Kleen

1 person found this helpful  

SK is a great place to work. Great relationships, professionals, culture, leadership

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - IT Project Manager in Richardson, TX
Current Employee - IT Project Manager in Richardson, TX

I have been working at Safety-Kleen full-time (more than 5 years)

Pros

The executive team that evolved over the last few years has really made a difference in the culture, the business and how we all do our jobs. There are many long-time employees, which is great in a company this size.

Cons

The only negatives are with regard to the recent acquisition and the overall impact on the employees and the customers.

Recommends
Negative Outlook
Approves of CEO

109 Other Employee Reviews for Safety-Kleen (View Most Recent)

Sort: Rating Date
  1.  

    No consistency with management structure or performance objectives

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Safety-Kleen full-time (more than 3 years)

    Pros

    - The company did a nice job of winning and dining new employees during training trips.
    - I did meet a couple great friends working at the company

    Cons

    If you’re considering employment in one of the branches… this pertains to you. With a miserable corporate culture which promotes corner-cutting and backstabbing, turnover is high and morale is very low. The company’s methods for measuring employee performance are inaccurate and often contradictory or misleading, which allows many employees to abuse the system and manipulate their metrics. Even though I consistently made money for the company, I was just as consistently penalized and reprimanded based on an erroneous and awkward client management system as well as activities far beyond my control. As others have stated on this site, these measures also change often which is sure to concern you as they struggle to describe what the changes will actually mean to your pay and job expectations. Quotas are unrealistically created by corporate upper management without true regard to the company’s historic performance in an area and what the underlying problems may be with relevant publics. These persistent regional issues (e.g. service failures, management changes, customer harassment, price gouging, lapses in compliance, customer service failures, etc.) undermine the work of employees. This essentially forces the employees to pay the penalty for the company’s failures in the past. I found the middle and lower levels of management to be generally ignorant and incapable of solving real functional issues and would instead resort to a sort of blame game which they masqueraded as holding individuals accountable. The fact is they do not listen to what you say, and have no interest in doing so. If you do not repeat the company line back to them and agree then you are likely to have a serious problem. This is not an exaggeration… I personally know of two separate instances where employees reported mismanagement and noncompliance to corporate and were promptly terminated as a result (both of which were very accomplished in their positions, one having received the highest award for achievement nationally that year). Simply put, these people were just too much of a liability and would likely demand too many resources from the company for a remedy. I could continue to write on this, but it’s not necessary at this point. In most cases if you’re willing to bend the rules and perform unethically then you can surely make a good chunk of change here. In other cases, you may be fortunate enough to find yourself in a properly functioning branch (that is unlikely as I have had extensive experiences at ten, and confirmed that eight of those engaged in similar questionable activities), and you may find that you can legitimately make decent money. If you’re not interested in constantly being put in situations where you must choose between losing your job or being unethical, then do not seek employment here… the potential for this is high and real no matter what anyone tells you as you go through the on-boarding process.

    Advice to ManagementAdvice

    Upper management: Too many of the product/service offerings and the daily processes are outdated. As a result, their business model of having a massive army of door to door salesmen is also outdated. System improvements need to be made to increase efficiency. Change job parameters and goals to encourage a more positive working environment and discourage dishonesty. The lower levels of management need to be better trained in theory and then practice (instead of simply being promoted from a truck and dispatch office).
    Middle management: Persistent problems and concerns relating to business practices and methods need to be passed along (not covered up) up to encourage the development of good solutions and improve the culture. Reasonable and relevant business goals need to be identified and implemented to increase employee engagement and improve performance.
    Owners/Investors: The business structure needs to be changed to refocus on the industry’s big money makers. The company is spending too many resources pursuing limited/shrinking markets. The methods of reporting ‘new’ business and sales are ineffective which leads to misleading and inflated period reports. This perpetuates issues of company valuation and is a serious concern going forward.
    Organization: Frequent and extensive surveying and testing needs to be done. Management, employees, and functional teams need to be surveyed to determine strengths and weaknesses from inside the company. Not just current customers, but those in associated potential markets need to be queried about what their actual needs are. All of this to help realign the company.
    In my opinion much of the business should be liquidated and the rest merged with the clean harbors operations, with the oil recycling business being developed independently for higher growth potential.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
  2.  

    very satisfying working there and good friends

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Oil Sales and Service Representative in Romulus, MI
    Former Employee - Oil Sales and Service Representative in Romulus, MI

    I worked at Safety-Kleen full-time (more than 10 years)

    Pros

    good pay and awesome insurance and benefits,

    Cons

    hard to move up in management and need to give better opportunity

    Advice to ManagementAdvice

    give people more opportunity to move up in management

    Recommends
    Positive Outlook
    Approves of CEO
There are newer employer reviews for Safety-Kleen

Work at Safety-Kleen? Share Your Experiences

Safety-Kleen

 
Click to Rate
or

Your response will be removed from the review – this cannot be undone.