Lockheed Martin reviews about "manager"

It seems there are more technical jobs at smaller defense firms (Require specialized knowledge from math, physics, engineering, etc.). For instance, jobs involving the use of numerical methods, solid state physics, or CFD in day-day tasks.

full time remote work is removed.

Communicated my salary expectations, HR set up the interviews, and I was offered the job. I waited several weeks for the offer letter and when it finally arrived HR did not notify me that my offer letter was in the portal (it's only uploaded to the portal for a few days and is then set to expire). I did not receive an email or a phone call... I logged into the portal and it was pure luck that I caught in time with a day or so remaining; however, I was shocked to see my offer presented a salary of 15k less than what was communicated and when I tried to negotiate, it was mentioned to me that management would not consider my original salary expectations... I accepted the job anyway and asked my manager once we had built a rapport whether HR had communicated my request to negotiate my salary and to my surprise, HR never communicated this to my manager. I later learned that this was a common practice of HR. It's worth mentioning that the people who stay have learned to lean on every excuse in the book knowing they won't be fired, so they never contribute/produce any value. Accountability does not exist here. You may think it's a great company because so many people never leave... but you'll soon realize it's these people who never leave. The amount of money wasted by these people was unreal. In my year of being there, I can say I had four team members who had absolutely nothing to show for that year. Two of those individuals had every excuse in the book, and the other two refused to learn or simply try... they'd try to manipulate others into doing their work for them or do so poorly out of laziness that the work would have to be redone by the few hard-working employees. Those who work and produce value are not rewarded and are expected to pick up the slack of every "dud" on the team rather than holding those individuals accountable or simply firing them. If you're a hard worker and want to be rewarded for your work, go somewhere else.

Work hours are long and some programs are extremely needy due to the mismanagement of the Sr Program Manager and Sr Government managers.

Bureaucratic slow downs, slow advancement.

There are people that are actively resistant to doing work, managers are aware of it, and yet they're still employed. Leadership isn't very involved in solving problems that are experienced across programs. Lots of outdated technologies and out-of-touch leaders that have been with the company for decades, but aren't up to speed on modern processes or technology.

While LM has drifted slightly away from allowing seniority to be the main driving factor of putting people in higher positions, I feel the process can be better. Additionally, having the right people in driving a program is essential to the success of the current program(s) and future. A failure of understanding of the different roles/teams that make up a program can have disasterous consequences along with pushing people away for other programs due to mismanagement. This also leads to more time dedicated to acquire and train new hires rather than fulfilling the program duties.

Lack of opportunity, locked into an area and not able to gain development, favoritism, engineers highered out of college are always treated with more opportunities compared to those who transfer in from other companies, too many managers clog up productivity.

There are still some managers who are stuck in the old ways, some change is difficult, but this is the same as in ANY defense industry company