Marathon Petroleum Reviews | Glassdoor

Marathon Petroleum Reviews

Updated April 12, 2017
18 reviews

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2.0
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Marathon Petroleum President and Director Gary R. Heminger
Gary R. Heminger
5 Ratings

18 Employee Reviews

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Pros
Cons
  • The work/life balance is hard to maintain (in 15 reviews)

  • Their office complex is in Findlay Ohio, so most business related or executive positions are going to be in Findlay (in 12 reviews)

More Pros and Cons

  1. "Internship"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Intern - Engineering in Findlay, OH
    Former Intern - Engineering in Findlay, OH
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I worked at Marathon Petroleum as an intern (Less than a year)

    Pros

    Good Pay
    Flexible Hours
    Overtime Pay
    Great Work Environment

    Cons

    Poor Performance Evaluation Process
    Poor Performance Feedback Process

    Advice to Management

    Allow people who actually work with the interns to rate them through the Performance Development Process, not their supervisors.


  2. Helpful (4)

    "Culture"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Intern - Hourly in Findlay, OH
    Current Employee - Intern - Hourly in Findlay, OH
    Doesn't Recommend
    Neutral Outlook
    Approves of CEO

    Pros

    Not much need to work more than 40 hours a week so I guess that is good work life balance, but you will barely have enough work to do to fill maybe 20 hours of your time!

    The pay is extremely good.

    Cons

    There is pretty much zero diversity. This is a great company if you are a white conservative, but if not... don't expect to see many minorities. Most of the management team has been with the company for 30+ years, and are not very adaptive to change.

    When asked about flexible work arrangements, or the ability to work remotely the response from the CIO was "it is our culture to work in an office, and we don't really see the need to change that."

    It seems that the culture here is about decade behind, and they don't really seem like changing that is a priority.

    Most new hires plan to stay for a few years because of the high pay, but then leave because of the culture, and because of there isn't really much to do in Findlay.

    Advice to Management

    Bring in new blood to the management level, and make improving the culture and diversity a top priority.


  3. Helpful (1)

    "Unchallenging"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Intern in Findlay, OH
    Former Employee - Intern in Findlay, OH
    Doesn't Recommend
    Positive Outlook
    Approves of CEO

    Pros

    Nice people and they care about life balance

    Cons

    Intellectually numbing, unchallenging, work could have been done in high school

    Advice to Management

    Give interns the opportunity to utilize the full breath of their abilities


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  5. Helpful (1)

    "Highly paid to exist in an environment with minimal employee development and little or no employee passion."

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Intern - Electrical Engineering Co-Op in Detroit, MI
    Former Intern - Electrical Engineering Co-Op in Detroit, MI
    Doesn't Recommend
    Neutral Outlook

    I worked at Marathon Petroleum as an intern (Less than a year)

    Pros

    High pay, good benefits, multiple relocation options

    Cons

    Unhealthy and dangerous refinery environment, no passion for work among employees, environmentally unfriendly

    Advice to Management

    Don't squeeze so much out of the schedule that employee direction and development is entirely neglected. However it is not the fault of any one person or group of people, but the culture of the company and the industry to be cut-throat and busy to make exorbitant profits.


  6. Helpful (3)

    "They don't really care about their hourly workers."

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Lab Technician in Texas City, TX
    Current Employee - Lab Technician in Texas City, TX
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    Pros

    Pay, 401 K, that's it

    Cons

    Management, benefits, people, middle management doesn't know anything and upper management just don't care


  7. Helpful (3)

    "NO LOYALTY TO EMPLOYEES"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - I/E Tech in Houston, TX
    Former Employee - I/E Tech in Houston, TX
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I worked at Marathon Petroleum full-time (More than 5 years)

    Pros

    Good pay and benefits. Although that is in question with the current labor negotiations.

    Cons

    They will not hesitate to kick a man/employees when they are down instead of helping them through the bad times.

    Advice to Management

    Learn People skills and the value of faithful employees


  8. Helpful (10)

    "Think twice if you are considering a position with Marathon that is anything other than an entry level."

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Mid-Level Management in Findlay, OH
    Current Employee - Mid-Level Management in Findlay, OH
    Doesn't Recommend
    Positive Outlook
    No opinion of CEO

    I have been working at Marathon Petroleum full-time (More than 10 years)

    Pros

    The company is very profitable, they stick to what they know, and they do it well.

    Cons

    If you are being recruited for or are considering a position with Marathon that is anything other than an entry level position, let me tell you now that you’d better think twice.

    As background, Marathon is currently struggling with a large age gap between its front-line, rank-and-file staff and staff that are at the manager level and above. So to fill this gap, Marathon has been aggressively recruiting and hiring more experienced staff to enter the company at the manager level or higher. It is important to understand that Marathon historically has not hired staff externally into anything other than entry level positions; they have typically developed and promoted staff only from within whenever possible.

    So back to why you should think twice before joining Marathon at anything other than an entry level position. This age gap dynamic has resulted in a horribly unwelcoming environment for all experienced hires. As you might expect, the rank and file Marathon staff see these experienced hires as taking their promotions and cutting off their career advancement, and the way they have chosen to deal with it is by downright harassing and hazing the experienced hires. And I’m not talking about ‘you’re new here’ type condescension; oh no, it’s far worse. Here’s some highlights:
    • To begin with, the experienced hires are referred to as “outsiders” versus the Marathon “lifers.” Even experienced hires whom have been with Marathon for 10+ years are still referred to as “outsiders.” But it’s more than just a label. Whether or not people are included in key work related conversations, meetings, decisions, or simply educated on the cultural protocols and understood practices of Marathon, correlates to their outsider vs. lifer status. If you’re a lifer, rest assured that you’re in the club and you’ll be in the know. But if you’re an outsider, you’d better watch out. Because when the outsiders are left out of the loop on things, depending on the situation, they're set up to look foolish and ignorant in front of senior management, or they make a mistake because they weren’t given the same information as the lifers, or worst of all, are held accountable and even reprimanded for business problems that occurred due to the outsiders’ lack of awareness of one thing or another that s/he was intentionally excluded from. It’s terrible.
    • Outsiders are relentlessly harassed and retaliated against – for nothing other than being outsiders – through misuse and abuse of Marathon’s internal systems. Calls to Marathon security to nitpick or even falsely report infractions of outsiders is common. Anonymous complaints to Human Resources about the behavior of outsiders – that is never even verified – are even more common, and worse, welcomed by an attention seeking HR department who gladly adds such unverified complaints to that outsider’s HR file. They then collect these complaints until they eventually bring a stack of them to the attention of the outsider’s supervisor, all before the outsider is even made aware of any such complaints. Oh, and for lifers that report to an outsider, absolutely slamming that outsider in the anonymous Marathon Employee Engagement Survey that recurs every two years is basically a given. See, if someone in a management position gets low enough ratings from their staff on the survey, it will impact their promotion potential and even their annual bonus, and the lifers are fully aware of this. And yes, the lifers absolutely talk and share with each other their harassment and retaliation techniques; there is no other way to explain the coincidental timing, frequency, and similarity of it all. But being a lifer myself, I can confirm that I've overheard many conversations of lifers sharing notes with each other of their latest conquests to punish an outsider.
    • Now, all of the above might be tolerable if Marathon’s senior and executive management were aware of it and supported the outsiders. Just some reassurance from an outsider’s boss is all that would be needed -- that they know what’s being done to them and why, but the outsider can ignore it and get back to work because they have their boss’ full faith and support. Unfortunately, this is not the case. See, Marathon’s senior management, most of them lifers themselves, are fiercely defensive of Marathon’s self-perceived ‘Mayberry’ culture and refuse to acknowledge that the outsiders that they so desperately need are being treated this way. Even when they are presented with multiple verified examples of this treatment and its undeniable correlation to the victims’ outsider status, they are in complete denial. For them, acknowledging this obvious problem would be an indictment of the company they’ve built. So when the waves of calls to security, or complaints to HR, deplorable survey ratings, or whatever the latest guerilla technique is to harass the outsiders, is brought to the attention of management, the way it’s dealt with is to put it right back on the outsider. Oh yes, outsiders are routinely hauled out to the whipping post or forced through some kind of HR intervention process for infractions they weren’t even aware were infractions, and sometimes for flat out accusations of hearsay. To be fair, there are a few lower-level senior managers willing to acknowledge the poor treatment of outsiders that do what they can to protect the outsiders reporting to them from it, but they are in a small minority.

    In short, if you’re an experienced hire at Marathon, you start on Day 1 with a scarlet letter tattooed to your forehead, you are treated like it, management won’t acknowledge it (let alone do anything about it), and you will never live it down. And it will absolutely impact your time there in material ways – bonuses, promotions, etc. So if you’ve read this and accept a position at Marathon as an experienced hire anyway, don’t say you weren’t warned.

    Advice to Management

    See above. Should be pretty obvious.


  9. "Not for everyone, must like competing daily to keep your job"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Operations Supervisor in Owensboro, KY
    Current Employee - Operations Supervisor in Owensboro, KY
    Doesn't Recommend
    Positive Outlook
    No opinion of CEO

    I have been working at Marathon Petroleum full-time (More than 10 years)

    Pros

    Good benefits, good pay. This is the draw that keeps people, but you see a lot of internal movement because people are looking to improve thier work experience.

    Cons

    Have to enjoy office politics. It's carzy, like GE back in the 80's.


  10. "Good Ole Boy network"

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Findlay, OH
    Current Employee - Anonymous Employee in Findlay, OH
    Doesn't Recommend
    No opinion of CEO

    Pros

    Pay is above average overall

    Cons

    Do not recognize innovation in work


  11. "Cookie Cutter Corporation - Don't believe the Forbes rating"

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

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

    Pros

    Regular paycheck , 401K matching, bonuses and retirement , good vacation, decent medical benefits that's about it I don't have much good to say about this company

    Cons

    Management is a JOKE. The people they promote to be supervisors have ZERO supervisory or leadership skills. Senior managers don't give a crap about the employees in their department. The good ole boys network is alive and kicking in full gear. The managers and supervisors just look out for themselves period. Marathon is stuck in a time warp they refuse to embrace and use technology to allow employees more flexibility in work arrangements. There is no such thing as telecommuting or flex time...it's so archaic. They also pay lip service to embracing diversity and having well rounded teams valuing everyone's strengths - ha! There is one model employee they like and if you don't fit that mold or aren't an ass-kissing yes person, you are bullied and marginalized and have zero chance of advancement.

    Advice to Management

    Get your head out of the clouds and quit thinking that just because you're a manager you have all the right answers. LISTEN to employees, be more forward thinking and not so stuck in the past. Trust your people too. Humility goes a long way and people will respect and give you much more for treating them well rather than putting them down and not hearing them out!


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