Phillips 66 reviews

R&D management places no value on technical aptitude because it lacks the depth to assess such things. A toxic boys club that promotes clones of itself and explicitly combats intellectual diversity reigns supreme. New hires are frequently dropped into research groups completely disconnected from the group/area discussed when the job offer was extended. In many cases, by the date of hire, the original research group has been disbanded and members laid off, which happens often because management is unable to maintain a strategic vision for more than a year. The company as a whole is unwilling to take risk and will not invest in meaningful research. As such most “research” is a thinly masked PR stunt.

There is a reason that no innovation has happened at the R&D center in many years. Management is a mess in the R&D organization and often impede progress because they are either inexperienced or have no clue. They keep putting the same types of people (no people skills, self serving, etc) in leadership roles and the rest of the organization suffers because of it. They don’t take accountability for their own mistakes but rather look for a scapegoat. Ratings and promotions are based on who the like not who deserves it most (they aren’t required to get feedback from others and can dictate a persons rating). They don’t really listen to employees about anything and there’s no mechanism to provide feedback to management.