Dynamics Research

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51 Employee Reviews (View Most Recent)

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1 person found this helpful  

A love affair, with its requisite ups and downs

Anonymous Employee (Current Employee) Washington, DC

ProsDRC has a wide range of opportunities within the company, and recognizes individual accomplishment by allowing the employee to become a full partner in the business engagements that they obtain and work on.

ConsDRC has a wide range of opportunities bolstered by the hard work of its individual employees with a passion for particular business areas. Growth within the company is highly organic, but not well directed. The company has no clear direction or distinct personality that defines how it grows or allows it to take measured investment and risk to get to the next step. Large growth is attained only through acquisition because of this managerial risk aversion (or investment aversion).

Without a clear direction, growth of the company's business is left to the devices of its employees who pull the company in many different directions. Strategic planning is either not well communicated down or not tactically planned for by sub-senior management.

DRC is missing a distinct personality and as such risks being no more than a body shop.

Advice to Senior ManagementDecide on what the company IS and what its core competencies are. Look at the DRC logo and decide if the root of the company is still a valid business or if new direction is necessary. Rebrand if necessary to meet the changing needs of the sectors you perform well in and dispense of business that doesn't meet your new core direction. Create a strategy for not only business growth (contract acquisition) but also for training and directing your personnel. Reorganize not around dollars and customer segments, but around centers of excellence or business competencies. Grow multiple business competencies internally and give power for investments, training and 'members of excellence' that are benchable assets who carry the flag for their core competencies even when their contracts end. Allow people to report directly to these competency captains instead of business managers with the contract bottom lines in mind to help achieve greater employee-supervisor respect and morale.

Mostly, decide on the personality of the company and strive to be that personality. If we want the company to be great and to grow internally, larger risks must be taken to achieve those greater rewards. After more than 50 years, it may be time for DRC to truly re-invent itself.

Yes, I would recommend this company to a friend

    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Disapproves of CEO

    2 people found this helpful  

    All aspects of the company show a blatant disinterest in employee retention; I have seen 20+ staff leave in six months.

    Anonymous Employee (Current Employee) Washington, DC

    I have been working at Dynamics Research

    Pros: Easy parking, adequate benefits (not great) Cons: General lack of communication from leadership to workers, lack of any consistent supervision or performance appraisal, lack of any sense of team or unity, lack… Advice to Senior Management: Recognize that the most important resource is your employees and that having a happy and well integrated work force will ultimately lead to happier employees,… No, I would not recommend this company to a friend More

    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • No Opinion of CEO

    1 person found this helpful  

    Reston Office: Revolving Doors...

    Management Analyst (Former Employee) Reston, VA

    I worked at Dynamics Research

    Pros: Supports telecommuting as needed. Friendly work environment. That's about it:( Cons: Poor management, lack of transparency, high turnover rate in Reston,… Advice to Senior Management: Look into why people are leaving the company. No, I would not recommend this company to a friend More

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