Lockheed Martin reviews about "upper management"

military culture, lack diversity in upper management

Career growth is largely based on who you know, challenging assignments that promote growth or visibility are reserved for personal favorites, Professionals in positions of leadership and upper level management often choke the career of new high potential youth in lieu of middle of the road, familiar counterparts are friends.

There is no employee development. Sr. Management will not address behavioral issues of managers or staff. They simply believe the issues will magically go away or tell you to "work it out" or "deal with it". Cultural Diversity is non-existent in upper management positions.

Not having CERTIFIED CREATIVES in UPPER MANAGEMENT that understand/respect the creative process, production time-frame, and profession. In addition, its difficult to climb the career mountain; not impossible but hard, because of the company's desire for you to have a secret security clearance to go pass GO and collect $200 even though you dont need that level of clearance to begin the game of Monopoly. A Graphic Artist can literally start at level 1 and has the hope of reaching Level 5 (when Hercules becomes a God); however after level 2 you need the secret clearance to advance.... Oops even though there is NO WAY for you to acquire this in level 1 & 2 we don't want to give it to you to advance. I literally had a level 3 position desiring to hire me but they wanted me to have the GOLDEN TICKET (clearance) that they weren't willing to pay for in order for me to start working. The intellegent resolution, for this issue, would be that if someone has had amazing managerial evaluations and has advanced from level 1 to 2 with awesome attendance, evaluations, and a FREAKING treasure chest of recognition awards from the local branch and HEADQUARTERS on their achievements and success WITH THE LM CUSTOMER.... they might be worthy of that clearance... They MIGHT be a good investment. But I'm just the guy that designs, develops, and makes the customer want to work with you.... What do I know?

-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 opportunity, no growth potential, job is being taken by technology.

Incompetent managers can make for a toxic work environment. Upper management is compensated for others work, take care of the people actually performing the work.

Upper management out of touch. Lots of politics. Monetary compensation is lower than other companies. Akron site being shut down and moved to Orlando FL in 2015