Fehr & Peers reviews about "training"

Continuing on the pros, they hire smart talent and suppress it with several guardrails and internal politics. Leadership knowingly fosters toxic competitiveness among staff within the same office to get the best out of staff. Work life at this company purely varies by location, and years of experience with the company. Regardless, all locations are at a pretty low bar with respect to culture and welcoming talent. Big nothing burger: People focus on fancy words and sophisticated presentation skills to sell their work, but lack basics (Not the staff mistake. Leadership doesn't train them enough) Company culture exists on a global level, but local principals chose how they interpret it and force it on their teams. I was literally told to please my boss to get work and grow. Training is non-existent. For a flat structure company there's too much power and influence in the hands of shareholders who happen to be the people that stayed with the company over 20 years or so. They abuse their influence to harass younger employees Diversity is advertised but it's selective Not a warm and welcoming environment to learn and thrive. It almost feels like someone had a gun towards your head all the time.

lack of training, not multidisciplinary

being micro managed by staff training is awful. almost feels like a sink or swim environment mentors are in other locations and hard to get time to train on the software with them.

They will fire you for a slight mistake as an entry level. Managers will blame you for their screw ups. Dog eat dog and high stress environment. The training is not all that great for entry level. Not a collaborative environment that encourages team work. The pay is also not that great for the level of work they want as your output.

- minimal support for training at entry level - they expect you to learn to do things fast, very quickly - beware “personality tests”. they want you to fit a certain mold. - lack of direct managers/supervisors can be a pro or con depending on your work style.

- Overworked, underpaid, underappreciated - The worst of both worlds where the company is small enough to micromanage you, but not big enough for a good benefits and PTO package - Zero training - Leadership more worried about office politics and metrics than people - High turnover

Areas that didn't affect me as much, but I can see how they can be "cons" to others, especially if you're not used to this type of business. - Some aspects of training are self-driven (seek it out on your own). I can see why some may struggle with this, but it's really not that hard to just Google or be proactive and ask for resources. If you're unsure of expectations, ask. Everybody is willing to help - if somebody doesn't know it, chances are, they know somebody who knows it. For example, I came in not knowing certain softwares and had a very vague understanding of the role - management stepped in and ensured that I had key personnel to reach out to, supplied me with appropriate online trainings (company expensed), and checked in regularly to make sure I had the resources I needed. - Career development isn't a linear path which can be challenging for somebody that falls under the Business Services umbrella. However, management/leadership will almost never say no to your interest in opportunities that can help you grow in your role. Long Beach leadership/senior staff conduct quarterly check-ins with staff and walks and talks through options with you so that you can achieve your personal goals while meeting expectations and goals of the office. For example, I had at least 5 different areas of interests I wanted to pursue at various times - was never discouraged from exploring them, despite jumping ship from one interest to the next. Opportunities were never lost. - All in all, Fehr & Peers isn't for the faint of heart. If you're determined, work hard, and communicate your needs and values, you'll go far.

No opportunities for growth for administrative staff, only for engineers and planners. No consistency across offices - so your experience will really depend on your specific office and manager, and whoever mentored them - the company is lacking formal training or consistent standards, so you’ll see a lot of inequities - they will label it as “office autonomy.” Managers are planners and engineers who perform well in their technical roles and are promoted up, so they’re not proficient or trained in employee management and lack leadership skills. The company as a whole sees admin staff as replaceable.