Ironically, given that RU is a change agent in oil and gas, the core group of employees who built RU to its initial success are very resistant to new employees and the ideas they bring, They've hired some great new people at the individual and leader level and they seem to know what they're doing, but this group of RU veterans seems more focused on running them off than learning from them.
I don't know that it's a "bro" culture thing like the other review mentioned or if it's more about old vs. new employees, but it's worth noting that this core group of employees are a bunch of young white guys and the newer employees are far more diverse.
Leadership seems confused about the culture they want. When you're hired (and this is still the case), they tout work/life balance, being able to work remotely, etc, but the actual reality is that they expect you to work long, hard hours to get things done before you go play. They should be honest about that so people can make an informed choice about RU. Shaming people because they aren't in the office when you encouraged them not to be isn't right.
They haven't fully invested in their employees. There is a tendency to throw people at a project or problem without sufficient training, expertise, or preparation. When the project fails or the problem isn't solved, either the employees are blamed or the manager is blamed, but the truth is the lack of the 3 things above set the employee and the manager up to fail and our leaders are responsible for that.
Some of the changes seem to be changes because the leadership team can't make up their minds more than because the changes make anything better. I've been here almost a year and that's been long enough to see several re-orgs. I can't say that any of them did much, if anything, to improve performance.
I want to make a career here and get promoted, but these issues make me worry that I am not a good fit and wouldn't be set up for success.
