Honeywell Aerospace Reviews

Current Employee – been working at Honeywell Aerospace full-time for more than 3 years

Pros – They do a great job of micro-managing people!
They also excel at creating unnecessary stress, which drives sick day usage.
The management team has a strong outlook on themselves.
Opportunities are a plenty if you're part of the good ole boys club.

Cons – See Pros. One of the worst companies from a "I love my career" perspective that I've ever been at. I too am looking for a better opportunity in a company that truly values people...not just says they do.

Advice to Senior Management – Quit! - Let someone who has a clue about people management have a shot before you lose all your good people. There are more outstanding employees looking for work elsewhere than you realize...get a clue. Drive change or it will drive you...out of business.

No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

Former Employee – worked at Honeywell Aerospace full-time for more than 10 years

Pros – You can achieve a good work-life balance in general. If you have a compelling interest outside of work like raising your kids or a favorite hobby, that's significantly more important than your career, it could be a great place to work.

Cons – There is no planned growth in the company in the foreseeable future. In the past few years attrition has been necessary to meet financial goals. Consequently, opportunities for career expansion are currently very limited. Honeywell is a rather bureaucratic, top heavy organization. The culture is not very supportive toward younger engineers, and is especially skeptical of women and minorities. Networks tend to form around, cater to and promote dominant people groups. On several occasions the identical professional opinion, delivered in the same words, was received very differently when presented by myself (a minority woman) as compared to a white male counterpart. I was not given the same opportunites as my male counterparts even when these responsibilities were a part of the job description I interviewed for. Performance reviews can be a joke. Your department manager can highly commend you for something and your manager can recommend improvement in the same area in your review separately without batting an eyelid. Creative licence in performance reviews with no factual basis has surprisingly few consequences.

Advice to Senior Management – Hire people you are willing to support

No, I would not recommend this company to a friend

Current Employee – been working at Honeywell Aerospace full-time for more than 3 years

Pros – pay is high, but you earn it doing so much more with less

Cons – micromanagement
lack of communication
lack of resources
mixed messages internally from the business teams and the engineering teams, no real synergy as to who is running the business
Lack of integrity and ethically challenged

Advice to Senior Management – Get rid of VP's and Directors that base decisions on money rather than what is right

No, I would not recommend this company to a friend

Former Employee – worked at Honeywell Aerospace full-time for more than 3 years

Pros – Worked with some outstanding engineers and technicians. Good 401K and a marginal benefits package.

Cons – The people who have been with Honeywell through all the changes have seen the company go from one of the most desirable places in Phoenix to work to a company that has no respect for their employees and no representation from the so called human resources office. With an aging workforce of retirement aged manpower of that which encompasses over 60% of the current workforce it will be interesting to see how they survive.

Working in one of the so-called elite departments of Honeywell it was badly managed. This department released 75% of their workforce with many technicians having 25 years or more walked out the door from a manager who had been with Honeywell less than a couple years. And had never turned a wrench or picked up a multimeter in his time of service with Honeywell.

Employees were taking the blame on projects not meeting deadlines because management failed to listen to the employee who the manager assigned to that project. Many times the employee was not involved in any form of an engineering review meeting for their inputs of the newly assigned project. They were never asked what they projected for a length of time and how many man hours would be needed to complete this project. Many times if you did voice yoru concerns this was seen as a bad attitude on the part of the technician, management was never wrong.

Managers would hand out projects that would surpass hundreds of thousands of dollars to build, yet this was all done without any form of an engineering review process. A project that exceeded a cost of $10,000.00 in most companies had at least 2 people reviewing this project to provide an estimation of time and cost to build and to review the whole scope of the project to review it for any problems. There was no set standard for doing any task, if you had to build a wire harness with 100 wires terminated on each end, some single wires and other triple shielded wires there was no standard used to provide a proper estimation of hours and cost to even strip a single wire and terminate it.

When projects were in jeopardy of not meeting a deadline the employee paid the price. The manager called you into his office and expected a full explanation even if this project was first assigned to another technician and then passed onto you. If the first technician estimated the job wrong the second technician took the fall for this failure. Your manager would then tell you that you are now approved to work 70 hours a week. If you did not work the overtime and the project failed to meet the deadline this was reflected on your review as substandard performance.

One week we are working 70 hours and the next our hours cut to 36. Because of the location of where our shop was located on the campus the hourly charge for a technician from the shop was $140 per hour. It did not matter if the task was to replace a fuse or build a whole test cell the hourly charge was the same. There was no consideration from Honeywell for the technicians to save their jobs and move the shop to a cheaper piece of real estate. Again the technicians paid the price for this, even though it was no fault of theirs they were forced to send work to the Honeywell facility in Mexico and now Puerto Rico. Projects sent to Mexico often were sent back to Arizona with problems. Once again the technician had to troubleshoot this and repair it while management complained that the project was over-budget and the blame placed upon the technician. Over 700 machinist jobs and support personal were cut when Honeywell sent those jobs to Mexico and Czechoslovakia. Again no respect to an employee who has spent the better part of their working life for a company then shown the door.

Carrer advancement was an excuse, there was none. If you did not call in sick during the year you got a $140 dollar bonus at the end of the year and a pizza party and a trophy to have. The math did not add up, at $25/hr for $1000.00 for 5 days and you get a bonus of $140.00. You could not take vacations at the beginning or end of the month. This was a problem with coworkers who had 4 or 5 weeks of vacation and you a new employee with 2 weeks and an under-staffed shop and then the days you could use it were mandated by management when you were allowed to take your earned vacation. And you had to find a coworker to accept your project too while you were away and then send out a email to all your customers, set up your outlook and voicemail even if this was for a single day...or your boss would call you into his office and have a closed door talk.

Advice to Senior Management – Your skip level meetings were an excuse to weed out the people who did not kiss up to your position. You do not need to threaten a person with their job thrown in their face but you need to be involved and really see where the problems are.

No, I would not recommend this company to a friend

Former Employee – worked at Honeywell Aerospace

Pros – Opportunity to learn from some very talented engineers.

Cons – If you do not want to be yelled at and threatened with your job on a daily basis I highly recommend avoiding Honeywell Aerospace, Clearwater FL.

Advice to Senior Management – Get rid of the entrenched 25+ yr managers that refuse to be accountable and blame their people for process failures. Too much deflecting and finger pointing!

No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

Current Employee – been working at Honeywell Aerospace full-time for more than 8 years

Pros – The mentality of "it's somebody else's fault" and "CYA" is in full effect here.

Cons – Leadership has no common sense. They're MRR process is silly and is only beneficial for about 0%. They litterally don't care about their employees. Compensation policy is underbid the market and don't give raises or promotions. You have to LEAVE and come back to be promoted. Succession is a joke, and there's so much finger pointing it's comical. Finally (and there's plenty more) Leadership (Sr Dir and above) only worry about their salaries and who to blame.

Advice to Senior Management – Stop pretending to lead and LEAD. The operating system is maniuplated into something disgusting and is only used to make sure certain people look good or look bad depending on who is doing the judging. Adjust compensation, DON'T BE CHEAP and stop with the beaurcratic KRAP. .

No, I would not recommend this company to a friend

Current Employee – been working at Honeywell Aerospace as an intern for less than a year

Pros – Great work life balance. As an intern there a lot of interesting events they allow you to take part in. That's about it.

Cons – Not really challenging. Also, there seems to be a lot of disgruntle employee which really gives the wrong impression to young interns. I remember being told by co- workers who were full time to not come back even if its offered. If that's not enough they currently have a ranking system which is design to remove 10% of the work force every year. An interesting fact of the Kansas Plant is you’re not allowed to bring your cell phone in the plant which was understandable for the work that was being done but for the compensation really didn't fit.

Advice to Senior Management – If the full time employees are so disgruntle about there job how do you expect to recruit top talent?

No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

Current Employee – been working at Honeywell Aerospace full-time for more than 10 years

Pros – Got monopoly in avionics but it doest not mean they are the best, there are better competitors who have better products but not the financial resources of Honeywell.

Cons – Old Elephant, too top heavy and decades behind the latest technology.

Advice to Senior Management – Share your profits with the emplyees not just the share holders.

No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

Former Employee – worked at Honeywell Aerospace for more than 10 years

Pros – Used to be a nice company

Cons – Age discrimination pure and simple. They game the review process to tick off or fire their older engineers who aren't DER's, managers, or star performers.

Advice to Senior Management – Keep letting your lawyers sharpen their knives. They are obviously doing a great job.

No, I would not recommend this company to a friend – I'm optimistic about the outlook for this company

Current Employee – been working at Honeywell Aerospace full-time for more than 10 years

Pros – It's your standard engineering workplace.

Cons – Last year Honeywell earned $36 billion, but they can't give a pay increase to anyone in Honeywell Aerospace. While the CEO just got a 20% raise to $16 million a year.

No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company