Pros
Great benefits and salary. The expectations are high. Work/life balance is preached but generally not supported. Most employees feel pressured to work many extra hours due to the 24/7 nature of the work. It's not for everyone but there are many opportunities if you are willing and able to work hard. It is a stable place to be -- the country will always need the railroads. Plus, if you stick it out, you benefit from railroad retirement! Prepare to "put in your time." This can be a good thing because there is much to learn -- its a big and complex business. However, career movement is encouraged so grow your professional network and find ways to place yourself in new roles every few years. The variety is a relief and it helps you grow long-term as you consider future promotional opportunities. UP has provided me with many opportunities to grow and develop. They also have compensated me very well which has changed the outlook for my family. I am grateful for that. I just wish I still felt engaged and committed to them.
Cons
Enter with caution. There were widespread changes pushed from the top down and they were not well-received by the workforce. Morale is terribly low. Employees are exiting in droves and will continue to do so. Rumors are flying of a mass exodus after bonuses next spring (if you want to get a foot in the door, that may be the time). Confidence is senior leadership has dwindled. In their defense, some change was definitely necessary. This is an "old school," "good ole boy" type of organization that is trying very hard to change and recruit new talent. However, with the expectations (see above), I worry that they will always fail to retain a new generation of workers. If anything, change needs to happen faster, but in a cumbersome and leader-thick environment like UP's it is doubtful it can keep up with more desirable companies. They focus is too much on the "shareholders" and stock price. It is evident to most employees that leaders care more about their own compensation (which is largely based in stock options) than retaining good talent. Mid-career hires are forced to play the game and climb the ladder....again. This is pretty standard in most companies, but UP especially cleaves to the "putting in your time" process. They maintain silly things like the MDSC which is basically a requirement if you want to be in a sales role....even if you have years of direct sales experience. You'll get placed with people straight out of college with little to no work experience and forced to complete the program before being hired for other opportunities. Frankly, I think they need a different programs for mid-career professionals and it feels insulting to people. No one wants to go into the program, but they are "highly encouraged" by their managers who know they wont get hired without it. There is a lot of spin and self-help/business book talk but very few honest answers. Many sacrifices are made in the name of cost-saving initiatives, but the massive inefficiency in poor management, turnover, etc appears to be largely left unaddressed. You would think the company was going bankrupt or something by the depth of the cost cutting (for example, no Christmas tree) but yet, it is still a reliable, successful and VERY profitable company that has been, and will continue to be, around for many years as a core part of the US economy. Only two weeks of vacation for your first FIVE years of employment!