Companies Valmont Industries, Inc.

Valmont Industries, Inc.

Omaha, Nebraska, USA

10,001 Total Employees

Year Founded: 1946

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Valmont Industries, Inc. Company Culture & Values

Updated on February 06, 2026

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

What's the company culture like at Valmont Industries, Inc.?

Strengths in safety emphasis, supportive teamwork, and skill-building are accompanied by challenges in communication, workload intensity, and perceived fairness. Together, these dynamics suggest a people-oriented intent that is unevenly realized across sites and shifts, producing a mixed culture experience dependent on local leadership and operating demands.

Positive Themes About Valmont Industries, Inc.

Collaborative & Supportive Culture: Colleagues are often seen as supportive, with teams and frontline leads helping each other and building camaraderie. Feedback suggests some locations describe a family-oriented environment where coworkers contribute to a positive day-to-day experience.
People-First Culture: Safety is framed as a priority, with leadership messaging that emphasizes protecting employees and caring about their well-being. Feedback suggests the company highlights work-life balance and improved onboarding as culture goals.
Learning & Knowledge Sharing: Opportunities to learn new skills and advance are described, including hands-on roles and promotion from within. Feedback suggests efforts to strengthen onboarding aim to better equip team members.

Considerations About Valmont Industries, Inc.

Poor Communication: Leadership and management are portrayed as unstable or unresponsive in places, with unclear direction and limited listening to concerns. Feedback suggests communication quality varies by site and shift, undermining consistency.
Workload & Burnout: Mandatory overtime, long hours, and production-first pacing are cited as common strains that affect personal time. Feedback suggests scheduling unpredictability and extended shifts contribute to fatigue and stress.
Favoritism & Inequity: Perceptions of favoritism and uneven opportunity appear across certain teams, alongside concerns about inclusion for women and people of color. Feedback suggests inconsistent treatment between shifts or locations can erode trust.

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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.

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