Ampol Reviews

Leaders and management that impose high workload and unnecessary reports on the junior staff. Lack of synergy between the departments Department heads and leaders are constant fighting against one another. Interco working relationship with the New Zealand entity is not great. Lack of recognition for employees who truly deserved it Long timers promoted based on their tenure not on their leadership capabilities and technical knowledge. Some leaders lack of commercial knowledge and the actual industry practice of how does shipping and trading works High attrition rates of team leaders and seniors. Inefficient and ineffective trading CTRM system. Suppose to roll out a new CTRM, but they abolish this year. Now the system is very manual tracking for all departments. No teamwork across departments, lack of true ownership, lack of 1 true source data.

My line manager was ultimately focused on his own advancement and only focused on you in situations that would reflect well on him. He was able to fenangle a salary band upgrade while being in the same role all the while saying it’s pretty much impossible or I have to basically do more to “shine” when I was aware of the quality of my output and how my business partners received it. It’s all talk that you’re doing a “great” job but when it comes to pay increases, bonuses, talk about succession planning, it’s crickets and tumbleweed. Be prepared to wait a while. It was really strange because I truly think I had a fake exit interview where my manager wanted to hear from me directly what I thought about my time there. I felt really uncomfortable that my manager was asking questions about himself and expected me to answer honestly. That was the first time I’ve ever left a company and the direct manager ran his own exit interview process. There was no filter through HR whatsoever.