ONEOK Reviews

Updated July 24, 2015
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ONEOK President & CEO Terry K. Spencer
Terry K. Spencer
1 Rating

8 Employee Reviews

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  1. It is a work enviroment of friendly people

    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Pipeline Controller in Tulsa, OK
    Former Employee - Pipeline Controller in Tulsa, OK
    Recommends
    No opinion of CEO

    Pros

    Friendly work environment. Laid back.

    Cons

    Low pay and there is a good old boy system in place, so getting promoted is not likely unless you are part of the fore-mentioned group.

    Advice to Management

    Be open to letting those who have the proper education and experience to advance without trying to cling to an employee because you are afraid to have to re-train a replacement.


  2. Position is a glorified secretary, not what it was hyped to be.

    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Multi-Skilled Technician-Pipeline in Chicago, IL
    Current Employee - Multi-Skilled Technician-Pipeline in Chicago, IL
    Doesn't Recommend
    Approves of CEO

    Pros

    Do not see your supervisor for months at a time. Make your own schedule. Insurance covers domestic partners. Still give bonuses and shares of stock.

    Cons

    Compensation - salary, profit sharing, insurance compared to other pipelines in the area substantially lacking. Still has "Enron" mentality.

    Advice to Management

    It costs more to work in IL, IN, and WI. Do not base salaries on OK. People are leaving over salaries.


  3. Helpful (6)

    "Myth of the Market Based Pay System"

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Financial Analyst in Tulsa, OK
    Current Employee - Financial Analyst in Tulsa, OK
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    I have been working at ONEOK full-time (More than 8 years)

    Pros

    2 weeks vac from start Average benefits

    Cons

    Where do I start...... Market Based pay is a big sham. VP sat in the last meeting and simply stated that ONEOK will never be the top pay in any market. If you are just looking for top pay then ONEOK is not for you Per our VP.Then why is our CEO the top paid executive in Tulsa, OK? If I sat in a room with members from other energy companies in tulsa that do the same job I would be embarrased to bring up what I make yearly for the job. Your lower level supervisor's won't argue with you during reviews as they know this is true and losing people left and right because of it. Keep trying to push wellness programs to finally catch up to what the rest of the industry has had or been available for the last 5 years. Oneok just talks and preaches wellness. They don't offer anything you couldn't go out and get on your own dime and probably should. Should offer some benefit dollars for keeping fit and maintaining good health.

    Advice to Management

    Bring up the payscale for your employee's that still perform and even try to go above and beyond. Most are still trying to do an exceptional job for you. Let the folks that simply show up and sit on their rumps reap the supposed benefits of the market based pay and reward the people that you would like to see stick around and devolop into to leaders of this company. Stop bringing in new hire trainee's at with '0" experience at pay that people with 5-10 years are barely at. Makes no sense and only angers the people that have fought,kicked, and scratched for every raise they have received.


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  5. Helpful (3)

    A disappointing experience

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Tulsa, OK
    Former Employee - Anonymous Employee in Tulsa, OK
    No opinion of CEO

    I worked at ONEOK full-time

    Pros

    Reputable for being a company that is difficult to gain employment from, indicates a prestigious environment. I was pleased with my pay and most of my co-workers were genuinely wonderful people. Their vacation policy is better than most companies because they give you extra hours of vacation depending on your years of experience in that field.

    Cons

    I took the job knowing it wouldn't be my preferred working environment, but hopeful I would move into a different group in a relatively short amount of time. They changed the transfer policy to a one-year waiting period within a few months of my employment but made exceptions at their own discretion. Other policies were similarly left up to manager discretion which allowed disparity in treatment of employees across departments; this caused contention and created morale issues. Their benefits appear to be fruitful on the surface but when claims were paid you realized the lack of actual coverage. They terminate insurance coverage on the day you leave vs. the end of the month, which is outside the norm of typical group insurance benefits.

    Advice to Management

    Listen to feedback from your employees and pay close attention to turnover statistics in each group and department. Assess the information and make decisions based on that data. Keep an open mind and always explore the perceptions of your employees before making decisions that will ultimately harm the working relationship beyond repair. I experienced that frustration firsthand but also heard negative feedback from retirees in that regard.


  6. Helpful (2)

    Lost in transition

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Technical Training Supervisor in Tulsa, OK
    Current Employee - Technical Training Supervisor in Tulsa, OK
    Neutral Outlook
    Disapproves of CEO

    I have been working at ONEOK full-time (More than 3 years)

    Pros

    2 weeks vac to start ,6% match on 401K,On site cafeteria, free parking, paid tuition assistance, full of friendly hardworking people.

    Cons

    Market based pay is well under actual market. WELL UNDER! 2014 strategic guide was all about Northern assets when existing assets need attention. Lack of wellness and healthcare programs for a Fortune 500 and still no GYM in corporate headquarters.

    Advice to Management

    Take a look at other successful companies that do the same business as we do and look at what they offer their employees. The motto is attract,develop, and retain yet a person with 10 years served can go less than a mile and work for a competitor making much more to start. Bright young people only start here to get work experience then leave to make money. It's the way it's always been.


  7. Helpful (3)

    Not demanding, but not rewarding either.

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Senior Engineer in Tulsa, OK
    Current Employee - Senior Engineer in Tulsa, OK
    Doesn't Recommend
    Positive Outlook
    Disapproves of CEO

    I have been working at ONEOK full-time (More than a year)

    Pros

    Nice work-life balance with a somewhat flexible schedule. Nobody watches over you and lets you get things done.

    Cons

    Company is waaaay behind on compensation. Too much emphasis on 'market based' pay and reluctant to reward employees who consistently go above and beyond. When you do apply for an advancement internally you get blocked by your current management since you're "too valuable" to them but they refuse to promote or compensate.


  8. Things have changed since John Gibson retired

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Tulsa, OK
    Current Employee - Anonymous Employee in Tulsa, OK
    Recommends
    Negative Outlook
    Disapproves of CEO

    I have been working at ONEOK full-time

    Pros

    Job satisfaction depends on who you work for. Vacation is generous for those starting out.

    Cons

    Not much room for advancement. Morale seems to have gone done since John Gibson retired.


  9. Helpful (2)

    Morale in tank in TX

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    Pros

    Texas Gas Service is part of ONEOK and you get decent benefits. ONEOK in Oklahoma seems pretty stable, TX business unit tanking Work hours in some areas of company are 8-5 Employee stock share program

    Cons

    Management and long-time employees were slashed and burned in last 6 months. New TGS management is even worse, but ONEOK Exec. team in OK does not know and does not care that great employees are jumping ship as a result. Micromanagement to a soul-crushing, disempowering degree. Torturous new time-consuming processes for field and engineering to get projects approved. Have implemented rules such as no talking to co-workers, reviewing times for entering and exiting building (for salaried employees), daily log of every email and call made to make sure employees are "really" working. Rules are necessary, but it had become more of a prison-style, toxic atmosphere than a productive, respectful workplace.

    Advice to Management

    CEO gives major lip service to "employee development" but on the state utility level in Texas, there is no such thing. You can't wipe your behind without asking for permission, much less go to a training or work development trip that could further growth. Advice: Stop the flow of great employees out the door by getting the TGS management from president on down to service center management in check...maybe listen to actual employees' feedback (service specifically). The ship is sinking-try to rectify it now or lose tons of marketshare to electric. Even HR is being browbeaten by new local management for hiring "bad" employees--but the robotic new management has no idea how to motivate and empower their new teams. Make local leadership care about employees or show them the door.



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