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      Crowley

      Engaged employer

      Crowley reviews

      All they care about is the bottom line - Admin employee Crowley Employee Review

      2.0
      8 Sept 2024
      Admin employee
      Recommend
      CEO approval
      Business outlook

      Pros

      Remote jobs- although executives frown upon it, there is no mandate to work at the office. I assume this is the main reason most people are willing to stay for a lower pay. But the executives would prefer people at the office and constantly ask their leaders to work at the office so that they indirectly guilt people to work in the office. But no mandate yet….

      Cons

      -culture not good/low Morale -significant layoffs despite recently securing a significant billion dollar contract. Being a high performing employee doesn’t necessarily mean you will grow at the company, or that you won’t be laid off. They have no problem getting rid of you for cost savings or demoting you to a lower paying position for the bottom line. In the last dew years they have laid off hundreds of employees even high performers or people that have been in the company 20+ years. So dedication is not valued. - they put people in positions based on how well they like you or nepotism as those with power hire family members even though they may not have the necessary qualifications - don’t seem like important decisions are thoroughly evaluated and things seem to always go south here -too much uncertainty, change and , re-structuring. Centralizing and decentralizing. Make up your mind already! -tone at the top- controller overly critical and does not show enough appreciation for hard workers. -many people get away with too much -pay is lower than average, bonuses have never been good, but even less now, and increases are 3% annually. So don’t expect to make too much money. -no room for growth in many departments - no accountability. Bad management and no consequences. - not enough female employees on higher positions. Higher positions are overly male dominated

      avatar
      Crowley Response
      1y
      Thank you for taking the time to share your experience and feedback. We genuinely appreciate your dedication and hard work over the years and recognize your concerns. Ensuring a positive workplace culture and supporting our employees' growth is critical for us, and we continue to evaluate our practices to make improvements. Transparency is essential to us, and we encourage you to be open. If you'd like to discuss your concerns further, we encourage you to speak with your leader or contact HR at Humanresources@crowley.com to continue the conversation. We would appreciate the opportunity to discuss this in more depth. Your input is valuable in helping us create a fair, inclusive, and supportive environment for all employees.

      Explore other reviews about Crowley

      5.0
      7 May 2026
      Information security analyst intern
      Recommend
      CEO approval
      Business outlook

      Pros

      Great people, honestly couldn't find a single complaint about the whole team. Lots of opportunities to create new things.

      Cons

      Maybe too budget constrained lately but that's every corp job anyway.

      avatar
      Crowley Response
      1w
      Thank you for sharing your experience and for your contributions over time. We're glad to hear your positive reflections on the team and the opportunity to build and create. We also appreciate your perspective on budget realities. We remain committed to open communication, transparency and learning as we continue to move the business forward.
      1.0
      27 Mar 2026
      Process engineer/project manager
      Recommend
      CEO approval
      Business outlook

      Pros

      Flexible work schedules (hybrid) and new opportunities for some

      Cons

      My experience with Crowley Maritime Corporation highlights systemic leadership and cultural challenges that significantly impact organizational effectiveness and employee well-being. At a high level, there appears to be a persistent gap in leadership accountability, where individuals in leadership roles who do not demonstrate effective management, communication, or team development capabilities are not addressed or replaced. This lack of corrective action allows ineffective leadership practices to persist, ultimately influencing team performance, morale, and overall operational outcomes. From an organizational culture standpoint, the work environment reflects characteristics commonly associated with toxicity, including limited collaboration, diminished trust, and a lack of psychological safety. There is a noticeable absence of respect in day-to-day interactions, with insufficient emphasis on professional conduct, inclusivity, and mutual support. This environment not only affects employee engagement but also undermines the foundational elements required for high-performing teams. A particularly concerning aspect is the organization’s handling of workforce reductions. During layoffs, there appeared to be minimal effort to explore alternative solutions such as internal redeployment or reassignment of impacted employees to other roles within the organization. This reflects a lack of strategic workforce planning and, more critically, a lack of empathy in decision-making processes that directly affect employees’ livelihoods. The absence of transparent communication and compassionate leadership during these periods further contributed to a perception that employee well-being was not a priority.

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