Fors Marsh Group - Big Things in Small Packages | Glassdoor
There are newer employer reviews for Fors Marsh Group
There are newer employer reviews for Fors Marsh Group

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Helpful (6)

"Big Things in Small Packages"

StarStarStarStarStar
  • Work/Life Balance
  • Culture & Values
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Current Employee - Anonymous Employee in Arlington, VA
Current Employee - Anonymous Employee in Arlington, VA
Recommends
Positive Outlook

I have been working at Fors Marsh Group full-time

Pros

Good Work Life Balance. Great Benefits. Open Door Policy

Cons

A growing company is in a continous state of transition. The jobs are stable, but the operational processes continue to develop and evolve as the company grows.

Advice to Management

Maintain an environment open to feedback from the employees and never lose the human aspect of the business. All decisions should temper the operational and strategic goals of the business with the impact they will have on the employees. Keep employees involved in decisions. If employees feel invested they will continue to invest themselves.

Other Employee Reviews for Fors Marsh Group

  1. "A challenging, fun, collegiate work environment"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Recommends
    Positive Outlook
    No opinion of CEO

    I have been working at Fors Marsh Group full-time (Less than a year)

    Pros

    Everyone is either a master at what they do and are actively seeking to improve themselves and the company, the benefits are incredible, pay is good, and the people are better. The philanthropy and efforts to be committed to being nature-friendly are inspiring!

    Cons

    If you are not a person who is driven and passionate, willing to work hard and commit yourself to the company and the mission, you will have a hard time.

    Advice to Management

    Keep motivating employees!


  2. Helpful (3)

    "Could be Better"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Doesn't Recommend
    Positive Outlook
    Approves of CEO

    I have been working at Fors Marsh Group full-time (Less than a year)

    Pros

    There are a lot of things to like about FMG. Benefits are excellent (free parking or reimbursement for public transit, very good health coverage, and the opportunity to use overtime worked as vacation time) and for the most part, the environment is very collegial. Even junior employees have opportunities to work on important pieces of projects and work closely with research directors. The company also takes its philanthropic responsibilities seriously, and gives you lots of chances to either volunteer or donate to good causes. The office is also generally a positive place to be. People tend to be excited about the work they’re doing, and the feeling is infectious.

    Cons

    There is definitely a hierarchy of favoritism at FMG. This type of thing exists everywhere I’ve ever worked, but seems especially pervasive here. People who’ve been there “since the beginning” (or from early on in the company’s rise) are often prioritized for raises and promotions, and are protected even when their work is sub-par. As the company grows, it’s easier for these types of people to hide behind other people’s work. For everyone else, it can be very, very hard to get promoted here or to get a raise.

    Depending on the position you take here, you should also be prepared that you might be asked to work unreasonable hours without the offer of a bonus, a raise, or a promotion, while some of the people around you will not work more than 40 hours per week—ever. This will become incredibly frustrating. By “unreasonable,” I don’t mean an occasional 60-hour week. Your workload can become unrelenting, and your hours worked per pay period will top 150-160, or even more. For the most part, people around the office will just start to accept that you work that many hours. It will become your norm and your supervisor will expect that kind of output from you. FMG/HR needs to find a way to balance its hiring across the company rather than focusing its attention in one or two areas, and help employees balance their workload. Right now, they’re doing a poor job of this.

    You’ll also find that the company does a poor job of rewarding work with bonuses or raises. You’re much more likely to get a verbal thank-you from your boss or a nice email. Don’t get me wrong—this is appreciated. But I can’t cash an email.

    Advice to Management

    Employees have been telling management for years that they feel overworked. But it’s only a strong minority of employees, so I don’t think the problem has really been taken seriously. Or perhaps because employees are concerned of the image that comes with telling their manager they feel overworked, employees downplay the seriousness of the issue and try to suck it up. But this is something more and more people are feeling, particularly on some teams, and it’s leading to burnout.

    It also seems like lately, we’ve had several employees start and then leave within 3-6 months (or even less). I don’t know what’s been going wrong (if it’s a screening issue for competence or quals, people leaving because of better offers, people disliking the work, or what) but it’s been concerning to see so many people leave so quickly after their start date.

    Finally, I don’t think the new research team structure has been very effective at allocating resources across the organization. The old team structure made more logical sense instead of splitting up the team lead/project lead role, since the two are so closely connected. Plus, having a project coordinator for each team allowed them to be more familiar with the inner workings of how each project manager liked to manage, the functions of the team, and could help them introduce efficiencies directly at the team level. Assigning random hours to PMO managers for every project without knowing who those managers will be has been ineffective so far and has not yielded any helpful results.

There are newer employer reviews for Fors Marsh Group
There are newer employer reviews for Fors Marsh Group

See Most Recent

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