Union Pacific – “Big Ole Railroad”

Pros

-Highly visible company and widely recognized.
-Large variety of customers and types of commodities shipped
-Diversified in customer base allowing the company to survive in recession type economies.
-Minimal competitive options
-Somewhat competitive base salary
-Adequate vacation time offered and increases with years of service
-Retirement is good-pension plan
-401k with some company matching
-Opportunities to manage large customer account base-common for $100 Million in Revenue management
-Excellent fellow employees "in the trenches" working along side you.

Cons

-Large Company, employees can get lost in the "mix"
-Awards and recognition is minimal; although there are recognition programs they are managed very poorly.
-Medical benefits have really lapsed
-High deductible health insurance with a Health Savings account
-Poor prescription drug plan-especially for non-generics
-Poor leadership within higher level management-manage through fear and intimidation
-No commissions for sales and marketing -doesn't make up for base salary offered and revenue managed -or for new business developed.
-Year end bonuses do not make up for non-commission sales. Depending on well the company did a typical bonus is anywhere from $2,000 on the low end to $10,000 on the high end.
-Very process driven while trying to protect internal procedures.
-Loses focus on customer satisfaction or who the customer even is.
-Very difficult to make fast decisions- even if they are obviously the right thing to do.

Advice to Senior Management

(Chairman and CEO) is visionary and well respected. He has a tough job of changing the way the railroad manages its people. I have faith that he can make the change though.
A few of the VP's that manage business groups with about 200 employees per group need a lesson in managing people. Some do a great job while some do a very poor job. Employees (business managers through directors) should feel valued through positive comments and competitive salaries. Of course constructive feedback should be expected but in an effective way versus through fear or intimidation.