Lockheed Martin reviews about "manager"

-Salary raises are no longer based on achievement. They're determined by your level. As such, there isn't much of a drive to achieve like it was before 2020. -Salary bonuses are determined by your sector's earnings, not your individual performance. -Not much room for growth. Managers are not willing to help you out (Level 1 and 2 employees are left in the dust). -Office Politics. -Ergonomics suck (chairs break, no wrist pads, standing desks require a doctor's note, etc.). -Limited work from home opportunities (most positions that offer remote work are only part-time remote, part-time in office). All in all, Lockheed Martin has become a workplace where there's a higher attrition rate of newer talent due to the workplace environment favoring the "old guard". Only apply here if you are already a senior employee with tons of work experience as they don't develop you much.

Your experience is dependent on your manager.

I have not experienced any real “cons” while working here.

-raises aren’t large (1-3%) the past 2 years -some managers are very against wfh & make you feel guilty about doing it even with the resources to do so available

low pay, low bonus, managers have no idea what they're doing, no leadership, direction, unhappy coworkers, the culture is to simply work work and overtime work.

some of the manager need to learn new technology in order to lead the team, some of them feels like they are still in the 80s......

Insurance is really bad and expansive. Depending on your manager, it can be absolute hell or doable, but quickly looking to get out.

Need to watch your currency in your degree specialty. Many jobs are much more systems level, and any tech edge you might have going in may be lost after a few years in that sort of job. Work/life balance is not a priority, even in long-term "push" activities. Push can follow push, ad infinitum. Review (and therefore lay-off list) ratings are REQUIRED to be distributed across program and down to team level, regardless of actual team (or individual) performance. Even high performing teams must have a (or more depending on teams size) "basic contributor", even though that person might be much better than a high performer on another team. Higher level jobs require changing jobs - you have to leave your team in order to be promoted. Entry level management tasks (at Aeronautics Fort Worth) do not align with corporate training for those managers. For example, corporate work load at Manager level says 20 hours tasks, 20 hours people. Actual is more like 40+ tasks, and then deal with your employees.