Sundt reviews

Too many employees have been there too long and there is a group think mentality. They are trying to get the right people on the bus--but it appears the right people are just too much like those already there. A little bit of nepotism also. The current management, although having been there a long time, does not seem to be very cognizant of the overall business cycle and may be blind-sided by the economic downturn. This may affect the stability of employment there if they are forced to lay-off because of over-optimism. The benefits are also set up to overly benefit those that have been there a long time.

- Many managers and supervisors are supportive and genuinely care about their teams. However, the experience can vary DRAMATICALLY depending on who you report to. If you end up under poor leadership, there will be little to no protection or support. There are no standardized, formal performance evaluations or documentation, which means employees can be terminated or disciplined seemingly without cause. While this may be standard practice in right-to-work states, it feels inconsistent with the company’s messaging about prioritizing employee well-being. - They claim to be ahead of the industry in supporting women in construction, but I know of several extremely talented women who have left the organization or were pushed out after negative experiences with leadership and mistreatment. - The company previously invested heavily in Diversity, Equity, and Inclusion initiatives, but many of those efforts were majorly scaled back after the (U.S. government) administration change, including the removal of DEI messaging from the website. It feels like DEI was only important to the company when it benefitted business, which was quite hurtful to many employees of diverse backgrounds. - The craft workforce is often described as the backbone of the company (which is 100% true), and many leaders do demonstrate genuine respect for field teams. However, execs and senior leaders often speak about craftspeople primarily in terms of numbers and productivity rather than as people. This also happens with "lower level" office employees too. It can be quite dehumanizing, as these are typically the employees who are actually building and creating tangible products.