- Weir Spm19.Aug 2016
The following benefits were offered to me
- CompanyWeir Spm
- CityFort Worth
- Are you a Current or Former Employee?Current employee
Some managers and supervisors recognize their employees, and the executive team recognizes and awards employees annually for outstanding commitment to safety, quality, collaboration and customer satisfaction. However, due to the issue of functional silos, most employees tend to be accusatory of others rather than accepting responsibility when objectives are not met or things go wrong. This culture exists throughout the organization, including among the executive team, and is fostered by a lack of accountability.
The executive team sets objectives too late in the year (2016 objectives have not been cascaded as of 1/21/2016), and many of the objectives are either weak or unrealistic. Key performance indicators generally center around continuous improvement in safety, quality, delivery and cost (SQDC). However, the resources provided are insufficient to achieve the targeted results, which exemplifies a lack of true commitment to the stated objectives.
Many of the middle management in the organization is "home grown", which worked well for a small business but does not work well with the current size of the organization. This results in a management team that is generally unfamiliar with modern practices for a medium-sized business.
Most colleagues are very pleasant, friendly and collaborative within their functional groups. However, most of the organization works in silos, so collaboration is limited between functional groups.
Many of the employees set their own personal business objectives, but often the result is limited or no leader standard work. Employees within the same functional groups often work toward different targets.
The president hosts quarterly town hall meetings with all employees globally to communicate the state of the business. While the meetings are formal, leadership promotes a conversational format rather than a presentation.
That said, individuals often need to search out the necessary information to perform their job duties, as these are not usually communicated clearly.
No criteria exists for advancement or personal career development. Training is not standardized and is mostly undocumented. However, employees are offered the opportunity of promotion from within before an open position is posted outside the company.
Compensation is similar to other companies in the region. The benefits package is good for a medium-sized employer. Structured bonuses are offered when specified objectives are met.
Most of the campus has been renovated over the past few years to represent a modern collaborative office environment. Cubicle walls are low and many of the office and conference room doors and walls are constructed of glass to provide an open and airy feel.
The company employs local, regional and global environmental, health and safety teams. Risk assessments are performed prior to the onset of any new project.
General office hours are in line with most businesses. However, 60+ hour work weeks are very common in most years.
Internally, many of the employees speak negatively about the business, particularly with regard to the ability of the business to change or advance.
Externally, the company's many different media (video, print, web) are disjointed in appearance. Web sites are not kept up to date. For example, the main website for the division contains a company logo that was retired four years ago, and the top four news stories include an article about a company acquisition from three years ago and an announcement of a job fair from two years ago. Since then, the organization has reduced the size of the workforce by over 700 people, and we have been under a hiring freeze for about one year.
The oil and gas market is a very volatile, and this directly affects job security. In my nine years with the company, we have experienced three major crashes in the industry, each time resulting in reductions in force and furloughs.
While not all buildings on campus are currently fully ADA compliant, reasonable and timely accommodations are made as necessary. For example, ramps and automated doors were recently added to one building to accommodate a wheelchair-bound employee.
As stated in some of my other comments, the company is highly committed to environmental health and safety. Incident rates have dropped each year, and the target incident rates are reduced each year.
Most work in general is relatively challenging since little or no standard work exists. However, the overwhelming number of projects and the lack of proper resources (employees) to execute them results in a near impossibility of completing projects successfully.
The compensation is reasonable, healthcare and other benefits are good and the bonus structure is appealing.
I am constantly frustrated by the lack of training, documented processes and standard work. Coupled with a lack of accountability for meeting targets and objectives, many projects are completed well past their due dates and/or without meeting all of the specific requirements of the project (i.e. cutting corners).
awful. it goes beyond layoffs. there used to be a good culture but HR doesn't care, division doesn't care and neither does HQ. so sad.
Executives and management cares nothing about quality and golf. What a shame that the company went in the toilet after all of the good leaders left. One by one it was a domino effect and now it is the blind leading the blind including the people at the division level and HQ doesn't care.
Non existent between departments unless you know someone.
there used to be communication, EVP of Operations used to make sure communication happened, so did HR, now, nothing. Manufacturing is a joke, quality is a joke, HR is a joke.
Again, no such thing. its all show for the crowd, but NO equality behind the scenes.
sure when the head of oil and gas is never there, it seems there is a great work life balance.
please, have you ever seen diversity in management there? there are no African American managers or executives. They canned any female executives because the men keep them down, no Indians either.
It used to be a good company with people and upper management who cared. Then the DMD changed and everything changed. Egos got in the way and upper management cared about no one and nothing but themselves.
Lack of response to continued complaints of behavior by leadership team.