Lockheed Martin reviews about "upper management"

upper management is bad, instead of trying to cut cost where it is needed, the CEO gets bonuses for lay offs on the hourly employees and bonus for the rehire of same hourly employees for "creating" jobs

There are no downsides to working at Lockheed Martin, except that the workload never lets up, which indicates the interest in our programs.

-Aging workforce means there is a lot of tribal knowledge and a lack of adherence to process/procedure -As a young engineer, you will probably end up working FAR harder than your level 4+ coworkers while getting none of the pay to back that up -5 hour mandatory overtime "gate", you need to work at least 5 hours over your normal week in order to get any overtime pay, which is straight-time only (not time and a half, etc.) -Lack of upward advancement, most of the people there have been there for at least 20 years, and they aren't going anywhere. Its common knowledge that it is extremely hard to be fired once you are in, although layoffs do happen fairly often in an effort to keep the older workforce there. -Upper management favors those who kiss-butt rather than those who perform, so a fishing buddy of upper management will probably get a higher raise than someone who produces more and serves a more pivotal role -Nepotism is rampant, most of my former coworkers were finance/business/arts majors working as engineers on aircraft rather than aerospace/mechanical/electrical engineers -The union basically runs the place. Regardless of how inept the worker is, the union always finds a way to save them instead of letting their work speak for itself. Numerous people have caused easily $200,000+ worth of damage and were given easier jobs along with handsome raises. Management is really serving in a lame-duck role when it comes to disciplining employees intentionally causing damage.

Lack of diversity in upper and mid management. Smaller sites or facilities lack growth opportunities. Industry experiences frequent layoffs in current market conditions.

Upper management doesn't seem to care about the folks that make their money.

-ZERO investment in increasing talent of employees (no more available classes, on the job training is frowned upon) -Raises are nonexistent -Benefits are below average and seem to be getting worse -Project leads are incompetent, unprofessional, have no training, are not able to perform under pressure and very poor decision makers. -Ranking system: inconsistent and ineffective. Doesn't seem to motivate employees to do better work. -Short term profit - it seems that upper management is only interested in profits in the next quarter. They are willing to sell their (1 year distant) future away for a small profit now

Customer budget and acquisition changes have resulted in poor performance which has damaged employee morale. Significant disconnect between front-line reality and senior leadership perception. Most functional groups are stovepiped which creates a "Not my problem" type of atmosphere.

Due to the size of the corporation, it's difficult to engage with upper management.