The strategy at Cenovus is to increase cash flow through disciplined production growth
IT Telecom Project Coordinator (Former Employee) – Calgary, AB – 15 August 2017
The strategy at Cenovus is to increase cash flow through disciplined production growth from their vast portfolio of oil sands and Deep Basin natural gas and liquids assets in Western Canada. They’re focused on maximizing shareholder value through cost leadership and realizing the best margins for our products to help us maintain financial resilience and deliver sustainable dividend growth.
Shift Lead (Former Employee) – Christina Lake, AB – 18 July 2017
Cut, cut and cut. Every time there is a business announcement it seems something in the field gets cut. Moral is very low and all flights were but Calgary and Edmonton after they recruited in Saskatoon, Loyd, Kelowna and Medicine Hat.
Process & De-oiling Area Technician (Former Employee) – Conklin, AB – 11 May 2017
Cenovus has a good work culture and high professionalism within its ranks. That is shown by low SOR, and industry-leading safety standards. However, it needs to maintain its experienced staff which will be vital for next up turn ( prevent attrition).
Customer Service Representative (Former Employee) – Calgary, AB – 17 April 2017
If you get a great manager or VP you will be in a happy place. If you get a bad manager or VP look out. Run mostly by men that promote other men. No work life balance. They work the people that are knowledgeable to the bone. If you have more education or work experience than others then you are kept down due to insecurities. Do not promote and no employee development. Salaries and bonus are good.
Reliability Engineer (Former Employee) – Calgary, AB – 27 March 2017
Cenovus gave me an opportunity to use my skills in a richly varied workplace. The workplace had many opportunities for improvements in both the industrial manufacturing processes and the organizational effectiveness processes. Engineering and operations individuals and teams were dedicated to helping the company improve. This made for a good workplace. The challenge as I see it is that many individuals in supervisory and management roles were promoted for the wrong reasons. There was a predominance of individuals who wanted to both be experts and have authority. The Harvard Business Review warns that this is a dangerous situation.
Lots of problems to solve. Dedicated coworkers
Management had unclear expectations, methods of communication and implementation