EnergySolutions Reviews

Current Employee – been working at EnergySolutions full-time for more than a year

Pros – The people I work with are outstanding.

Cons – Several jobs are given to a single person.

Yes, I would recommend this company to a friend – I'm optimistic about the outlook for this company

Current Employee – been working at EnergySolutions full-time for more than 3 years

Pros – I do not think there are any positive things to say.

Cons – Top management to manager do not care about employee self development, they use employee's credential for bidding process but does not support employee to get professional certification or help them maintain their licences. No proper merit raise even if you put extra hours to meet dead lines, performance review system sucks.

Advice to Senior Management – Talk to employee and have a proper plan for career advancement, do not force people to stay in the same job even though they are doing a great job. If there is no career advancement it would be difficult to retain talent. Have proper performance review system and merit raise should be based on performance.

No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

Current Employee – been working at EnergySolutions

Pros – nice people and good work environment

Cons – low salary, the salary is too low

Yes, I would recommend this company to a friend

Former Employee – worked at EnergySolutions

Pros – They are a stable company with good salary and benefits.

Cons – They have had a confused mission over the last 5-6 years, and have made personnel decisions that are questionable at best. Running a landfill and trying to run a site with waste is a conflict of interest that is difficult to overcome. I have worked for management that was more focused on tasks than the people they needed to get the tasks completed.

Advice to Senior Management – I recommend the Fed. Services management get out and talk to their employees. You have lost work because you didn't. Take care of your people, and if you do, you will be more successful in taking care of the client. Letting good employees go, because it looks good to the client is shortsighted. The good employess will end up with your competitors, helping them win the work you lose.

Former Employee – worked at EnergySolutions

Pros – Starting a career and wanting some mentoring from experienced managers.

Cons – To many old school managers, which limits technology software use.

Advice to Senior Management – Focus on core strengths and maximize training around those strengths.

Current Employee – been working at EnergySolutions

Pros – A lot of opportunities in various field within the nuclear industry. Many types of jobs at sites around the world.

Cons – Senior management does not have a clue about competency vs. putting long-time, familiar employees in positions of responsibility, and it is taking down an entire division.

Advice to Senior Management – Wake up and see that insanity is expecting a different result when you put the same people in charge over and over, or even give them greater responsibility to demonstrate theiir incompetance.

No, I would not recommend this company to a friend

Former Employee – worked at EnergySolutions

Pros – Has near monopoly in specialized highly regulated field offering relatively stable employment.

Cons – Dependant on nuclear industry and regulations imposed upon it.

Advice to Senior Management – Board should ensure effective nepotisim policy is in place.

Former Employee – worked at EnergySolutions

Pros – The company is continually changing and it gave a lot of great opportunities to learn new technologies and processes. The CEO is very personable and cares about the individual. He is a great friend and it was an honor to be a part of his company.

Cons – It still feels like there are two or three different companies working together rather than one company. This is hard when you are managed by someone who isn't from the company they worked for. It also tends to set different standards between groups.

Advice to Senior Management – Take a closer look at company dynamics. Allow them to build the skills of the existing groups and attract talented people to work there. Value your employees because there are some things that you can't replace by hiring a cheaper worker.