I have worked at Bowman for over five years, and I hope this review provides useful insights for both management and potential employees.
1) Team Composition
The office is primarily staffed by younger, less experienced employees. With few senior personnel available, mentorship and technical guidance are limited. High turnover worsens the situation, as remaining staff are left to manage incomplete projects while struggling to meet deadlines.
2) Leadership Engagement
Leadership has minimal involvement in daily operations, functioning more as overseers than active mentors. When technical support is needed, responses are often delayed. Frequent corporate restructurings and acquisitions have further destabilized the work environment, leading to frustration among employees.
3) Compensation
Salaries are not competitive with the local market and do not reflect the high cost of living. Some employees rely on roommates or family support to make ends meet. Raises are inconsistent, and some employees go years without raises or cost-of-living adjustments. This has directly contributed to high turnover.
4) Workload and Expectations
Utilization targets are heavily emphasized, often justifying unpaid overtime under the claim that the “industry average” is 45 hours per week. Employees are encouraged to work off the clock to meet expectations, with promises that higher revenue will result in better bonuses or raises. Additionally, we were told that time off is not factored into utilization calculations, meaning employees must make up hours for any leave taken or risk losing performance-based incentives. We've had formal meetings, from leadership, about the 45-hour workweek and utilization calculations.
5) Work-Life Balance
The constant pressure to meet targets has severely impacted work-life balance. Employees hesitate to take time off, and social events or team-building activities have nearly disappeared. Morale used to be very high with frequent happy hours and even kickball games!
6) Mental Health
The high-pressure environment has taken a significant toll on employees' mental health. Stress levels are extreme, and emotional breakdowns are not uncommon. I have personally witnessed colleagues reach breaking points, and multiple employees, including myself, have sought therapy as a direct result of workplace conditions. These concerns have been raised to management multiple times.
7) Benefits
Over the years, the benefits package has become significantly less competitive. Employer HSA contributions have been reduced, and annual bonuses are now partially issued in stock with vesting schedules. While some benefits remain, their overall value has diminished. When I started, we used to have an employee rewards program that could be redeemed directly into payroll. That was ripped away, greatly upsetting employees, and replaced with multiple worse programs.
8) Turnover and Morale
Turnover is extremely high. In my five years, over 60 people have left. I kept a list. This constant churn disrupts project workflows and places added strain on those who remain. As a result, morale has declined significantly.
Final Thoughts
Bowman must address critical issues, including competitive pay, workload management, and leadership engagement, to create a sustainable work environment. Without meaningful changes, retaining employees will continue to be a major challenge.
