One would puke in this environment ...!! - Anonymous employee Halliburton Employee Review

1.0
Jul 18, 2015
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

The only thing that can make things positive for an employee in halliburton is to be in the Lab , and being in field. The Other positive thing is they REALLY make you aware of Diseases , pollution's n stuff.

Cons

The Software arm of the company is destroyed , Destructive leaders , compare to any politician , miser to the extent that it's not even worth to have a coffee , the office environment is so so evicted that It's seriously unbearable to stay in. Software Technologies used is no where stands in the market , It's the kind of company when one joins has no other road to take on post that , because it leads you to learn nothing for years , Senior employees do back bite every single time as that's the only thing left to do for them. I Believe they really need to be in a Open Culture environment where employees feel good to work not like cabins kinda environment where all topics gets closed and politics being played out.

Explore other reviews about Halliburton

5.0
Jul 16, 2026
Recommend
CEO approval
Business Outlook

Pros

Halliburton is a good company to work at.

Cons

the company faces inherent challenges linked to the volatile energy market

1.0
Jun 18, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

* Strong brand recognition and opportunity to work on large-scale marketing initiatives. * Exposure to technical subject matter and cross-functional collaboration. * Good place to learn how large enterprise organizations operate.

Cons

I joined in a hybrid role where flexibility was an important factor in accepting the position and making personal life decisions. Within about a year, the organization moved to a full return-to-office model. While companies can change workplace policies, the transition felt abrupt and inconsistent in practice. A recurring challenge was that expectations around in-office presence did not always appear to match day-to-day reality. Remote participation still occurred for meetings and operational needs, which created confusion around when flexibility was acceptable and when it was not. Within my department, I also experienced challenges around communication and collaboration. Feedback on projects sometimes arrived late or only after priorities had shifted, and in some cases work was reassigned or substantially changed without clear involvement from the original contributor. Public criticism of work product without prior coaching made it difficult to improve or feel ownership over deliverables. Leadership communication during organizational changes often felt more focused on compliance than employee concerns. Employees raising questions about work arrangements sometimes perceived limited space for open discussion. Over time, the combination of reduced flexibility, inconsistent application of expectations, and limited recognition of specialized contributions negatively affected morale and trust.

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