DFW International Airport Reviews

Cons

Every organization has room for improvement and DFW takes the feedback it receives seriously and implements action items based on the feedback. The only con I would think is the time it sometimes takes for implementation to happen.

Cons

If you need to replace your badge - it costs a large chunk of money.
Parking can be a challenge, but they do provide a bus to take you from the terminal to the employee parking lot.

Cons

Dysfunctional Executive Leadership Team. HR department with a revolving door.

Cons

- A lot of variation within the different departments. Some departments offer no flexibility with work hours and others do.
- Opportunities for career growth are very limited. This is partially because a large portion of the workforce (those who have the longest tenure) have a pension plan and they tend to hold top management positions, and keep them until they retire.

Cons

No Cons, I love everything about this company.

Cons

Employees are not rewarded for hard work. Unfortunately the employees that receive the most opportunities and monetary bonuses are the weakest links.
In a market that is finally better rewarding employees with pay and higher annual raises DFW is only providing a 3.25% pool. This means many employees will receive around 2.75%. Meanwhile for FY 2019 an overabundance of local government employers are giving a flat 4% to most employees. DFW did waive medical insurance cost for employees for 2 months, however this was biased and benefited employees with families more than single workers due to additional charges employees must pay to add family to their coverage.
I think with DFW breaking numbers this last year that some "real" monetary bonus or adequate annual raise could be provided.
DFW does not invest in employees career paths adequately and employees are very limited in career opportunities.

Cons

-Stuck in the past with antiquated management practices (corporal punishment is encouraged to dissuade other employees from not engaging in debauchery.
-Untrustworthy supervision, management, and especially executives.
-The airport does not reward employees well in terms of annual raise, meanwhile management up to executives receive HUGE bonuses.
-Very stifling place to work that prefers robotic employees to heave to any and all orders and demands even if it poses a safety risk to employees. In their mind you are replaceable.
-No promoting
-Human resources is not a resource for workers

I recently started and needless to say I am looking to escape with my sole. I read negative reviews before starting and chaulked it up to a small handful of negative employees. I was naive and realize now this was all true, I have to wonder if overly positive reviews are in fact HR trying to falsely portray as a positive place to work.
I am not an overly religious person or have any strange beliefs, however I feel my sole being slowly taken with every week working here. It is a dark, depressing, negative place full of corruption.
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Cons

Very unfriendly place for women. Only one member of the senior leadership team is a woman. For years, this sole female executive has actually instituted a , women-only dress code for years: no bare shoulders, no open-toed shoes, no tattoos may be visible, and skirts cannot be worn without hose. Current and past male CEOs have permitted this double-standard policy for years.

Same female executive established a professional network for women in the organization, but not all females are permitted to participate.

Lower-level employees have virtually zero opportunity to advance within the organization.

CEO preferred to sit in his office almost the entire day; did not like to speak to employees, other than 4-5 people in his senior leadership team, and, in my experience, seldom communicated to employees, even when passing in the hallway.

Inverted and inequitable "bonus" system is designed to enrich the CEO and the other 4-5 senior executives. CEO earns up to 30%, EVPs 20%, VPs 15%, AVPs 5%, and managers 3%. Employees below manager level earn bupkus. And the senior leadership team uses arbitrary annual review process to ensure that actual bonuses end up below the percentages listed above for VPs, AVPs, and managers.

Very few, in any, open LGBTQ employees -- and, in my experience, it wasn't a very friendly welcoming environment for LGBTQ employees (e.g., among the many "ERG" employee resource groups, there was not one for LGBTQ colleagues; and no AVP or above members of the leadership team were openly LGBTQ.

General leadership philosophy, which is oft-repeated by senior executives, is the long-outdated, failed-back-in-the1970s "make your boss look good" approach -- not exactly a zeitgeist that anyone under 40 should want to be a part of, IMHO... unless you want to have your boss take your work and claim it as his or her own in front of you in meetings on a regular basis.

The Board that oversees airport executives is largely disinterested in the dysfunction, as long as its members are able to take multiple all-expenses-paid trips around the world on a regular basis.

Cons

It’s a bureaucracy as should be expected

Cons

By far the worst experience in my working career in regards to such a poor experience with management, as well as an employer.

Employees are simply replaceable numbers on paper at DFW, I have never witnessed such a high turnover rate in my department. I would estimate nearly 10% of an entire department resign every 4-6 months. When 10% of your staff resigns twice in a year period that should show any competent management and human resource officials there is a serious problem. At DFW they march along under delusion that they are great and everyone wants to work for them.

Rewards for employee's is not flattering. Most recently the airport announced that due to outstanding performance they would be waiving all medical costs for employees over a 3 month period. I admit this is a nice gesture and I hate to sound unappreciative, however a larger raise or tangible monetary bonus would have been better received. Executives receive double digit bonuses and even upper management, yet regular employees are not granted the same privileges. The airport has to wake up to the fact that they can give lip service all day long about how they value employees but actions speak louder than words when it comes to incentives and rewards for employees. An ice cream sandwich does not carry the weight of a monetary incentive, especially with employees losing buying power year over year.

As mentioned before the airport does not foster an interdepartmental cohesiveness and remains very compartmentalized. This limits any gainful experience, and/or any promotional opportunities for employees. It also promotes employees to have the "I dont care, not my department attitude". In fact the lack of promoting within was the deciding factor with myself resigning, human resources was not helpful at all and does not care if employees are happy, hence the high turnover. When an employee steps up, assists with projects, aids in training, maintains impeccable attendance and yet can only obtain a measly 2.75% annual raise and receive no assistance in establishing a career plan this all points to a sub par employer.

Constant belittling, negativity, and vibes of superiority emanate from supervision and management. There has been 3 AVP's over Airport Security Department in the last couple of years. This place has no idea how to function as a department. Changes are implemented daily and then changed back, and changed again. Half of the time officers are not sure what the correct way is.

There is no schedule for Officers, supervisors withhold this privileged knowledge, therefore you have no clue what assignment you will receive daily and it is difficult to prepare for. This is imperative seeing how there is no lunch provided in ASD and many times no place to refrigerate food. Once a department head told us to just bring cold sandwiches everyday.

Lots of bad attitudes and truly lack of caring from the abuse over the years here.