There are newer employer reviews for Southwest Water

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Downsizing

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

I worked at Southwest Water

Pros

Good office environment generally. Flexibility in scheduling is good. Benefits are comparable for the size of the company. Salaries are comparable for the industry.

Cons

Corporate management is striving to improve upon weaknesses but methods are not necessarily market sensitive or appropriate for the size of the company.

Advice to ManagementAdvice

Consider the full impact of changes and methods to be sure they are compatible with the local market environment and personnel.

No opinion of CEO

9 Other Employee Reviews for Southwest Water (View Most Recent)

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  1.  

    Don't work here

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

    I have been working at Southwest Water

    Pros

    Not having to drive downtown

    Cons

    Small company with no growth in future

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

    Company needs executive and senior management overhaul before ratings will improve.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at Southwest Water

    Pros

    Good entry level for those looking to gain utility experience. Opportunity to move throughout the southwestern United States. Company lacks employees with adequate long term strategy, so this is a great place if you have the ability to create and implement new concepts, but buy-in required.

    Cons

    Executive management makes poor decisions. Salary, retirement, health benefits are substandard for the utility industry. Tremendous amount of favoritism given to those "yes men" and not the visionaries. Company morale is extremely low.

    Advice to ManagementAdvice

    Listen to those who have real experience and cross-functional ability. Cut costs using the vitality curve or Pareto principle. The company has a lot of lazy people who continue to reap rewards and positive reviews considering their poor performance and behavior.

    Only keep those at the top who are filled with passion committed to making things happen. Open to ideas from anywhere and blessed with lots of "runway" ahead of them, have charisma, the ability to energize themselves and others, and can make business productive and enjoyable at the same time. Heavy emphasis on "productive and enjoyable." Morale is in the gutter.

    Keep those in the middle who may not be the biggest visionaries or the most driven, but are "vital" because they make up the majority of the group and are stellar workhorses. Get rid of those who aren't regardless of their years of tenure. Yes there are still many left. Executive and senior management needs to stop rewarding the the so called "golden children." These are the "fakes," "the actors" and "workplace buddies." The golden children tend to delegate without authority. They also reap credit for work that isn't theirs.

    Today, the company rewards those who least deserve it, do the least amount of work or have the least amount of vision. This practice needs to stop. Reward those who deserve to be rewarded and implement a valid, reliable, and measurable method of tracking individual success.

    Doesn't Recommend
    Disapproves of CEO
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