Devons culture has TANKED since the layoff in 2015.
Management and supervisor level employees simply seem to not know how to make QUALITY decisions, unless quality means changing directions every three months. This leaves many guessing as to what the performance goals really are for the year. Many colleagues have experienced the same issue.
Colleagues have expressed that they have been given a metric to meet at the beginning of the year. By the end of the year, Devon management has changed their direction, and that metric becomes obsolete and irrelevant to this new metric that takes priority because it is a fire and must be done NOW, NOW, NOW! Thus causing employees under the supervisor level trying to shift directions, therefore, not getting either metric completed fully during the year. At which point they usually get a sub par performance review because they weren't able to get their original metric completed. Had this been one person I wouldn't be leaving this as a con, but it happens to a lot of people here.
This scenario has happened to at least 6 different colleagues of mine over the past two years.
Management/supervisor levels also do NOT like you to offer a different solution to the problem. It is their way or the highway, there are no alternatives. They will say your opinion is welcomed and seem nice while you are providing it, but I have others reputation being thrashed behind closed doors for offering their opinion, even if it is a good solution to the problem. Seriously, if you work here in PRA, keep your head down for that...
