WorleyParsons Reviews

Pros

Challenging work, great people, teamwork and collaboration, opportunities for advancement

Cons

Sometimes difficult to know where to go for information due to organizational restructuring

Advice to Senior Management

Keep pushing through the strategic initiatives!

Pros

Project I am working on

Cons

Worley is does not care about you except billing hours to customer

Pros

Flexte off. Great employee packages. Optional every other Friday off. Company is based on interweb communications which simplifies the work experience.

Cons

Business was slow & 2-3 rounds of layoffs touched all levels of employees. Straight to the top.

Advice to Senior Management

Lower level employees are left in the dark, quite often to the last minute & do not always feel valued.

Pros

Great experience in working across mining, gas, power and infrastructure projects.
People are great to work with - hard-working and dedicated engineers
Opportunity to learn about project management and controls; and business development skills
Remuneration and benefits ok.
Highly successful company, particularly in the Power, Mining and Hydrocarbons spaces.
Great opportunities to work overseas (if you work in Mining, Gas and Power projects)

Cons

Very poor communications between locations and within a location - it's a bit like dealing with another company!
Silos within a location.
Not much respect shown to experienced employees.
Performance reviews are a total joke - they have no bearing on remuneration at all.
You feel like a subcontractor working for a big company.
The Company has no vision/mission statement - and no leadership to achieve the vision.
Excessive focus on billable hours/chargeability - when the projects stop coming in, you're in trouble!
Not enough training - there is an expectation on being hired that we automatically know how to manage projects and troublesome customers.
Overly complex systems and procedures.
Job security poor in a flat infrastructure market.
The company is too big/grown too fast - you feel like a cog in the machinery.
No attention paid to employee career development and growth.

Advice to Senior Management

This is such a big, complex company. We've had several employee engagement surveys that are consistently negative, yet little is done to address poor employee engagement. I doubt any feedback here will change anything.

Start by developing a location-specific mission statement - at least give employees a reason why they should continue to show up to work. Sort out disconnect between performance reviews and remuneration. Help make employees feel more connected to the Company.

Develop meaningful career paths for employees and put in the resources to help engineers and scientists realise their potential.

Pros

They have programs in place to help younger engineers adjust and acclimate. Management is flexible with schedules, generally. Benefits begin sooner than 90 days and you are eligible for 4 weeks of vacation after your first year. Most offices are on at least a 9/80 schedule.

Cons

Advancement is based solely on yrs in the position. That said, if you do your job there isn't a reason why you can't advance. If you don't negotiate well when first being hired on, it is difficult to ever get to where you could have been.

Pros

Dynamic environment with a large variety of projects. The company is actively growing and trying to manage and support that growth by refining processes and aligning regions globally. People are very easy to get along with.

Cons

Difficult to see the big picture of where the company wants to go and how they plan on getting there. Uncertain about suitability or remuneration. Can be difficult to get small day to day system problems attended to...

Pros

One of the most organized EPCM

Cons

Yearly pay increase is below standards set by engineering associations

Advice to Senior Management

Yearly pay increase should meet or exceed standards set by engineering associations

Pros

Benefits, both salary, insurance and retirement accounts are above average in both the industry and the nation. If the 9/80 schedule was consistent, that would be pro as well. Unfortunately it is not stable.

Cons

The entire company is broken, I have never worked for a company so lacking in consistency, process controls, operating procedures, communication protocol, internal education or training, work/life balance, budgetary oversight, leadership or company direction. It's very disheartening to hear so many people be physically unhappy with their job, and just feel they are making a paycheck until something better comes along, yet management is completely unconcerned with the high amount of turnover or low morale systemic throughout. We're all widgets, plugged in wherever a warm body is needed, regardless of project need, expertise, quality, growth or client benefit. What is the point in working for a company that is just shoveling out deliverables without thought to ethics, quality, value engineering or future development - of the world they so loudly tout as being so important, and their employees? And it has very little to do with cashflow, although that is always a factor, the fundamental elements of employee training, retention, career growth, company growth and vision is completely nonexistent. As one said, we are all drones, treated that way and now represented that way as there is no other way to function, you either deal with it or you move on, there is no changing it. And if you have any talent, you do move on, quickly, before your personal ideals are trampled beneath the feet of work completion and billability.

Advice to Senior Management

Recognize what individuals are capable of, hire according to location or group pursuits, and pursue RFPS on that basis, not the idea of "Centers of Excellence" which really is not congruent with what locations are doing or what your talent actually is. And do not go after each and every RFP on the street regardless of credence. Create a real, working mission statement, or one for each office, that is in line with the above.

Also, provide time and budget (overhead) for proper training to ALL employees on project management and controls, allowing of course there are standardized practices and protocols in place for each. Develop a real career development program that is based on company growth, employee capabilities and future education, if applicable, and employee goals, not a career development program that is focused on irrelevant information, irrelevant company goals and non-existent paths.

Pros

Plenty of senior and lead engineer to work, and share knowledge. Good place to gain various exposure in the oil and gas process engineering knowledge

Cons

Salary was not according to the market rate and turn over of the man power could be very high sometimes

Advice to Senior Management

company shall review performance of the staff accordingly, and give appropriate market pay to keep good employee in the company.

Pros

Friendly atmosphere, clear guidelines, challenging projects, broad range of disciplines in engineering and beyond. Reasonable benefits. Good environment for growth.

Cons

Offices are too spread, it is desirable for the company to be located in one building. More opportunities for growth.