MAERSK reviews

Sadly, I could write a book. I worked with full integrity during my tenure at this company, yet was accused of doing things by a reporting employee (who was not even on the company payroll as a permanent employee). Rather than investigating situations and standing behind their employees, the company (particularly local management) tries to sweep things under the rug. I had four different managers in three separate departments during my four years at the company, with the last manager being the only truly supportive individual. They could learn a lot from him. The company does not focus on business outlooks, and therefore must constantly adapt to changes/business needs in an emergency and unplanned fashion, causing much stress on the supporting departments to deliver unrealistic results (even though my team managed to deliver and exceed expectations on several occasions). The mismanagement of business planning also costs the company more money, in addition to overworking employees, and causing chaos with technical teams who need to meet stringent deadlines. Managers and team leaders need to learn to fully listen to, humble themselves, and hear other professionals in departments supporting their business teams when supporting team members ask questions or make suggestions during strategic planning sessions. The corporate culture at this company is so absurd that I had a business partner from an outside vendor refer to the company and it's local management as dysfunctional. I still have contact with this business colleague, which I mention because it is the company who has much to learn about relationships and people. Relationships, "constant care" (one of the "Core Values"), and people are core business competencies that must be masted in order to develop a healthy, robust, trusting company culture. I saw many middle management employees leave the company after only a short time with the company because of the nonchalance, unsupportive mannerisms, and even outright misrepresentations of job expectations of upper management employees. The corporate evaluation process is also very undermining. Evaluations can be a very useful tool in developing valuable and tenured employees, when used properly. Rather, the evaluations at Maersk have been developed into corporate goals with little intent into actual personal development for employees.

Overly consensus driven, everything has to be agreed and approved by everyone which slows down decisions. A lot of mundane decisions have to be escalated to exec team in Copenhagen. Cautious about future in U.S. - very conservative. Can oversell opportunities for advancement, it's a small company and you are not going to end up as Chief exec in a few years.