1 Fluor Project Business Analyst III Review

They have no loyalty whatsoever to their employees. They treat employees as means to an end, and employees in turn treat them as a means to an end. It took me a while to figure this out. You will learn this quickly the first time you are laid off, i.e., when they tell you that they have some "magical list" of all employees currently on LOA (leave of absence) and they'll call you back to work as jobs become available, and then you find out much later that no such list exists. Also: if you are on LOA and they lose a contract that's already been staffed, you are out of luck: they will move those existing employees onto other projects, which makes your chances of being rehired even more remote.

1. Your employees are an INVESTMENT. When they are laid off, provide some formal means of letting them stay in touch with you so they can be rehired. Employees aren't loyal to your company, because they know that they're expendable. I finally realized why everyone jumped ship before a project was completed, i.e., they had probably already been laid off before and knew that once you're out the door, you are off Fluor's radar and on your own. 2. Get rid of all the dead wood at your company. There are way too many employees who are perfectly content with "business as usual" and have no desire to do more than they have to in order to get by. Every time I wanted to do MORE than I was required to do, I was treated as if I were trying to make everyone look bad. If you want "better, faster, smarter" you need to encourage and reward "better, faster, smarter."

Do not come across as a "wave maker" or a maverick. There is a lot of dead wood there, and they like their status quo.