Lockheed Martin reviews about "manager"

Just a number, not a individual, some managers lack true leadership qualities and are only interested in furthering their careers

Standard cons of a large company: bureaucracy, hard to have good annual reviews for large departments, your work experience will be good or bad totally depending on the people in your group, too much emphasis on revenue numbers causes bad side effects down the chain.

- There seems to be a corporate wide effort to outsource as much engineering and technical work as possible. - Upper management seems to be encouraged to separate themselves from line level workers. - Incentives for upper level management are often counter to stated company goals. - Good managers are put into a difficult position of towing the misdirected company line while still trying to motivate employees. - The latest management tool (e.g. EVMS, SAFe/AGILE) will be forced on all workers regardless of any possible benefit beyond a specific area. - Performance appraisals will mostly focus on justifications (read that as excuses) for a minimal compensation. These justifications will often directly contradict quarterly performance reports. - Trying very hard to form an inverted pyramid business structure.

Vast amount of monotonous design-entry work keeps many younger engineers underutilized. Limited path for advancement unless you leave engineering and become some sort of manager (either line manager or project / program manager).

The pay could be better and there is little documentation of the code base. They also take a lot of ideas from smaller companies such as "flex time" and manage to turn them into very corporate policies that don't work all that well. The amount of paperwork required can hinder an employees productivity, but also is a necessary evil in the defense industry.

Location security can both make you feel safer and paranoid. Cyber security policies as well. Everyone takes their 'level' too seriously. Meaning, a new employee is shunned, ignored, given little thought to when talking to or debating a Senior developer/manager/etc. Little transparency with management to employees. 'special rights and privileges' given to higher up managers, etc. They're behind the curve in both technology/skills used and workplace culture. They literally call their initiative to improve workplace culture: 'culture optimization'. Feels disingenuous, robotic and profit focused. Makes me think of when a company is trying to market to kids, you can tell they're trying hard to be 'youthful' when they're all too old. Same feeling with the manager is trying to figure out what their employees want. Additionally, they use a lot of older technology. I can only speak on the ASP.NET web development side. No teams use MVC, only WebForms. With C# application development, only WinForms is used. But some teams are trying to get into WPF. Confusing time-keeping system and budgeting between teams is a mess. Lastly, all of the cubicles are solid blue and ugly. Doesn't help me feel motivated :/

Too much red tape in place, seems like every move is scrutinized by upper management. Management is too heavy and leadership growth is limited for Senior Manager level or above.

Dated buildings. Remote from any good food. Cafeteria is over priced, not subsidized. Cafe closes at 1pm. Can be extremely slow if you are an efficient worker. Many layers of management. You may or may not get a good manager. Clunky SAP timecard system.