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Turner Construction

Is this your company?

How many times can a man turn his head pretending he just doesn't see? - Engineer Turner Construction Employee Review

1.0
Aug 3, 2014
Recommend
CEO approval
Business Outlook

Pros

Turner offers great health benefits which can be extremely helpful for families. Unfortunately, providing excellent health insurance is where Turner's concern for their employee's families begins and ends. Other than that, I can't think of any other pros.

Cons

As many other posts have suggested, Turner is a great place to work if you are one of the few who have been "chosen." While companies in all industries should review the future success of their employees and help said employees get on the right career path, Turner's way of "anointing" its employees is based on outdated perceptions instead of rational characteristics and strengths. Senior management runs the company similar to the way a high school bully runs the playground during recess. Those in the Turner boys club who scream the loudest, intimidate the largest amount of people and squash any progress or alternative ways of approaching work are held in the highest regard.

Explore other reviews about Turner Construction

5.0
Apr 10, 2026
Recommend
CEO approval
Business Outlook

Pros

Very respectful and community-like environment. Most of the employees are extremely knowledgeable and open to educating new hires.

Cons

There are no cons really.

2.0
Jan 6, 2026
Recommend
CEO approval
Business Outlook

Pros

- Large, high-profile projects that look great on a resume - Competitive pay (due to travel incentive) - Many smart, capable people at the individual contributor level - Exposure to complex construction scopes and demanding clients

Cons

- Very poor onboarding. There was no real job walkthrough, no training on how systems actually work, and no clear explanation of expectations. I was given a laptop, phone, and desk, then largely expected to figure out the basics of the role on my own. - Weak leadership ownership. Even experienced safety managers were not empowered to make routine or time-sensitive decisions. Most decisions required director-level approval, which slowed work and created confusion across the project. - Decision paralysis when senior leadership is absent. When the safety director was not present, leadership stalled. Instead of experienced managers stepping up, the default response was to “wait,” even when action was clearly needed. - Little to no feedback or check-ins. There were no consistent supervisor touchpoints or performance conversations. As a new hire, I had to actively chase clarity instead of being guided.

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