Lockheed Martin reviews

Lockheed Martin Missiles and Fire Control (MFC) is far behind the technological advances of the last 10 or 20 years. The job of the average engineer is to generate paperwork to maintain or make updates to an existing line of "tried and true" products. When you enter this world, fresh out of college, you quickly begin to lose the useful skills you learned. There are a few classes offered to keep your skills sharp. I once attended a C++ class, taught by a non-LMCO employee. I pondered why no in-house software engineers were capable of teaching the class until a Senior Staff Software Engineer showed up, but as a student who proceeded to interrupt every 10 minutes to ask questions about basic programming concepts. At MFC, it is not uncommon to work for someone with a limited grasp of basic engineering concepts, who either has no technical degree or a degree in an unrelated field. This combination of non-technical managers and technical employees should work, except when the manager is a micromanager, which is prevalent at MFC. I once had a manager suggest that I combine an inverter with a multiplier to create a Verilog divider. Unfortunately, "suggest" meant "go do it now" and I was left contemplating how to violate the laws of physics. The employees that are promoted are not necessarily the most productive or even the most knowledgeable employees. The secret to who excels and who is allowed to languish in the same labor grade remains a mystery. There is a review process where co-workers list your strengths and weaknesses. But, the rating of the average employee seems to be predetermined and the strengths and weaknesses seem to be "massaged" to justify the predetermined rating. Some years, I personally felt that I performed poorly (more clerical than technical duties), but I received a high rating. And some years where I worked 70 hour weeks and worked two projects, I got below average ratings. It seems like a random number generator generates the ranking of the average employees, but for the coveted employees, a high rating is ensured regardless of their successes or more importantly, their failures. Some older employees are treated in a less than fair manner in an attempt to reduce the average age of the workforce by forcing the older employees to retire. It is difficult to introduce new concepts or ideas to the engineering community because the age of average worker is 50+, but the solution is not to lay them off or force them to retire. Older employees possess a wealth of useful knowledge that is never passed to the next generation. MFC attempted to correct the problem by implementing a mandatory mentorship program that has been a massive failure. I think this is largely due to the Leadership and Development (ELDP) program, which provides a fast-track for college new hires to management positions in 2 or 3 years. The prospect of a 50+ employee being micromanaged by a 25-year old with absolutely no technical experience, is a slap in the face for the older employees, and seems to lead to a rift between the two age groups, and thus a lack of participation in the mentorship program. But, the ELDP program ensures a new generation of non-technical incompetent managers will continue to micro-manage competent engineers, thus continuing the cycle or "tried and true" behavior that seems to serve this company so well. There is a pervasive culture of laziness and unprofessionalism. There are 5000+ people at MFC, but only about 20% of those employees are productive, where I define productivity as working a dismal 50% of the day. Roughly 60% of the younger employees roam the hallways distracted by their phones. And 75% of the other employees spend the day engaged in pointless non-work related conversations either on the phone or with their non-productive counterparts. In this culture, employees that actually enjoy being productive are viewed in a negative light, since they don't enjoy "sharing" with their fellow employees, where "sharing" means over-sharing every day, for hours, within full earshot of everyone in the wall to wall sea of cubes, which creates a very non-productive environment for anyone attempting to do meaningful work. Working at MFC is great if you plan to stay forever. You will get paid an above-average salary for the area and the benefits are good. But, if you plan to use MFC as a stepping stone, you will fall short. After working on trailing edge technology for years, you will be ill-equipped to pursue a career in the commercial world, and will quickly be rendered as obsolete as that MFC "tried and true" technology that had its heyday in the 1980s. The title of this review comes from a conversation with my lunch buddy, who had been passed up for promotions and decent work assignments for years until he finally opted to retire. In the months prior to his departure, he worked for a lead who was confused about whether it was resistors or capacitors that add when placed in series.

Overall, I was not impressed with the leadership, product quality, team synergy, work environment, review system, career growth, and turf conflicts at this company and ultimately decided to leave for greener pastures. It was fine for a couple of years but in the long-term it was not a viable environment for me. You are essentially filling the role of a mercenary when working here. The engineering teams are led by the engineers who have hung around the longest while many of their former peers have left for better opportunities. The role of the engineer is to charge an hour to a Government project and the company turns around and bills that hour to the customer of which a portion ends up in the engineer's paycheck. As a result, the priority from upper management is to burn up as many hours as allowable which often comes at the expense of producing a quality product. Despite the Corporate slogans about performing with excellence, the management is more than happy with a solution that poorly meets requirements and is completed within the allotted hours rather than spending the extra time to implement it the right way. Before the hours run out on your project, be sure to start asking around where the other projects are. If you do not have a project to bill hours to, your functional manager may try to find you some makework on another project, otherwise you may consider yourself on notice. As a result, the environment is fear-driven. The employees are always concerned about what is going to happen when their project ends. The byproduct is a group of engineers of the type who are forever grateful to have a job and are therefore willing to put up with managerial nonsense that includes harassment training, charade reviews, and mock-career-discussions. The career path for engineers is short. If you do not move toward a management role, your opportunities for advancement are limited. The general perception among the Engineers is that the company does not appreciate them and views them as replaceable cogs. The attitude of the management is that of Government - if an employee quits, they will hire another one. The review system is shrouded in secrecy, mystery, and hand-waving as management is uncomfortable admitting that it is a charade and prefers to tap-dance around the issue and put on a happy face. Employees who ask too many questions about the system's fairness create the perception causing trouble. Essentially, the functional management is given a fixed quota of ratings from a limited pool that are to be doled out. The review process consists of what is internally referred to as "the rack and stack" Belle-curve where the competing managers have a sit-down and figure out who goes where on the curve. Some employees are fought for and others are compromised on. Since their quota system makes it mathematically impossible for everyone to be performing at an acceptable level, someone always has to draw the short straw and receive the poor performance review which will then be used to justify the denial of a merit increase. During the review phase, the employees are also directed to engage in a game of charades by collecting peer feedback which consists of finding your 3-4 best friends within the company and having them say some nice things about you. In some cases people were writing their own peer feedback as their colleagues found that easier rather than having to write it themselves. The worst part of the system is that it places the employees in a psychological position of competing with their team members which severely impacts team performance as everyone knows that it is in their own best interest to carve out a piece for themselves and become the go-to expert rather than threaten their own supremacy by actively helping to get others up to speed. I never saw anyone laid off as the result of a review, but certainly it could be easily spun in a negative way if your manager were directed to trim the headcount. As a result, the performance review time is always a degrading period of low morale among the staff as everyone is jockeying and trying to not be the one standing when the music goes off. There are those who benefit from the system and are quietly supportive of it. These tend to be the engineers with the most tenure or those who have managed to carve out a specialty on an important project or curry social favor with their manager. This creates a disadvantage for new engineers as the performance rating of a new engineer is compared other engineers in the same pay-grade even though the others may have been with the company for a longer period of time and therefore have an uneven advantage. Management also imposes a passive-aggressive overtime policy. They unofficially want everyone clocking an extra couple hours each week which some individuals interpret as an extra 15 minute restroom break in the morning and an extra 15 minute restroom break in the afternoon; it is impossible to police yet the cost gets passed on to the customer and the company generates additional profit while it absolves itself of all ethical liability by hanging the responsibility on the employee. Overall, I would recommend this workplace to recent college graduates who need a couple years of industry experience before finding a better work environment. Also I would recommend this to those near-retirement looking for somewhere to ride out for a few years and collect a paycheck.