Honeywell

  www.honeywell.com
  www.honeywell.com
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1 person found this helpful  

Get the experience and move on

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Former Employee - Anonymous Employee in Torrance, CA
Former Employee - Anonymous Employee in Torrance, CA

I worked at Honeywell full-time (more than an year)

Pros

A lot of dedicated and hardworking people around who are over-qualified and work passionately. Good training facilities that offer excellent learning and certification opportunities to take advantage of.

Cons

Lots of them, the compensation is well below what most other companies in the area would offer. There are a lot of bad managers and only a hand full of good managers, so make sure if you do your homework. Lastly, its a deadend as there is no scope of growth, so unless you like living in LA this is not the place for you.

Advice to ManagementAdvice

Dave Cote is a great CEO, great to be a shareholder. Not so great as an employee

Doesn't Recommend
Positive Outlook
Approves of CEO

1852 Other Employee Reviews for Honeywell (View Most Recent)

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  1. 5 people found this helpful  

    Watch out if you work for a company which HW purchases - days could be numbered

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Technical Manager
    Former Employee - Technical Manager

    I worked at Honeywell full-time (more than 5 years)

    Pros

    Big company name on your resume. If you work at a large HW site there may be opportunity for advancement, and other big company perks. Some aspects of HOS (particularly 5S) can help.

    Cons

    Very centrally managed. When HW buys a successful business - they often times kill what made it successful by taking all decision making authority away. Strong customer relationships are lost when the matrix organization structure brings new salesman to a customer - who don't have any history with that customer. The same applies for technical support, and supplier relationships. Quick decisions are stifled by matrix-ed corporate hierarchy.
     Benefits - especially health care are not competitive with top employers. During the interview process - you have to dig deep to find out what the benefits include. The offer letter will simply state that they offer a benefit package that includes health, dental , etc. with no details on the cost or options. As a former manager who hired several people - I always encouraged prospective new hires to push HR for answers on this - so they would not be surprised or disappointed should they accept a position.
    HW has an attitude that suppliers want to work with them because they are so big. The reality is often different. Long time local suppliers who have a history of supporting a business are often thrown out in favor of national, or global contracts - where the new supplier has no relationship or familiarity with the newly acquired business. This can lead to delivery problems and quality issues.
    Travel is virtually non-existent unless you are in a "customer facing" role. So - forget that technical seminar or trade show unless you're a salesman. Career opportunities for non-sales or marketing people is also very limited.
    Focus and tooting the horn of top management (Mr. Cote) is relentless. Each day when you log onto the internal web site - you are informed of some new wonderful thing he has done. CEO of the year, on Obama's jobs commission (while simultaneously moving jobs from US to Mexico, India or China), appearing on "Sqwuak Box", opening a manufacturing site in China (no mention of the one being closed in PA).

    Advice to ManagementAdvice

    Promote people in different parts of the business. Let acquired businesses continue what they did in the past to remain successful. Or better yet - observe what made them successful and incorporate those traits into other parts of HW where practical. Don't force every diverse asset in the HW family work with the same rules, systems, procedures, etc. The customer approach for selling thermostats to Home Depot should be quite different than selling hundred thousand dollar industrial hardware to an oil company.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
  2. 4 people found this helpful  

    Important Work in a Dilbert Environment

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Engineer III Electrical in Kansas City, MO
    Current Employee - Engineer III Electrical in Kansas City, MO

    I have been working at Honeywell full-time (more than 3 years)

    Pros

    You get to work on some very interesting and unique technology that is important to national defense. Pay is decent/good for the Kansas City area. Doesn't usually require working very long hours. I refuse to use the term "work-life balance".

    Cons

    This plant has been doing this work since the 1940s, but corporate management has changed over time. Over the past 5-10 years, Honeywell corporate has become more actively involved in dictating how the plant operates. This includes the HOS (Honeywell Operating System), and a GE style human resources approach, among other things.

    The core of HOS is basically quick and efficient morning department meetings. This is wrapped in a bunch of fancy corporate window dressing. By a "bunch" I mean that there is a senior manager position ($120k+ salary) devoted to HOS.

    An example of how things devolved in Dilbert territory: Part of HOS is the concept of 5S, which is 5 words that essentially translate into "keep things clean, sorted, and organized". By the way, 5S originates from a Japanese system which uses 5 words that start with a phonetic "S". So they naturally found 5 English words that also start with an "S". Not gimmicky at all.

    Anyway, 5S is typically used in a manufacturing environment, which does make some sense. But they decided to also apply it - without modification - to engineering office space. This means at the end of the day, your desk is supposed to look a certain way, with a neat stack of paper and everything in predefined places. I've heard from multiple reliable sources that they're soon going to start opening our drawers and cabinets to make sure they're also in compliance.

    Doesn't sound *too* unreasonable yet, right? Just wait. Every desk has a trash can, and the trash is taken out on a daily basis. Yet still, there is a 5S related rule that dictates that any kind of food waste cannot be disposed of in the trash can. There is a Honeywell corporate guy where part of his job is to go around and inspect the trash cans to make sure this is not occurring. And not just food itself, even a food wrapper is an infringement.

    Honeywell has also pushed a counterproductive human resources strategy. Every year, they target 10% of the work force to be rated under-performing. The system is known as the 9-block, which is a grid of performance and behaviors. If you are rated below by your manager, your job is in immediate jeopardy and you must pass a "Performance Improvement Plan" within 30-90 days or you are let go.

    The problem with this system is the quota. The distribution is supposed to be plant-wide, but it is in reality broken down by department, so frequently a manager is forced to rate someone below, even if they don't have an employee that deserves it. The performance review often reads like a litany of trumped-up charges, exaggerating every possible behavior or event possible, real or perceived.

    On top of that, upper management will lie to your face that there even is a quota, or how it is distributed. All you need to do is ask the right person that used to be a manager, and they will confirm what I just stated. Lest you think I am just a disgruntled employee, I have been rated below, average, and above average in the 3+ years I've worked there. The above average rating came with a promotion and a decent raise.

    So in closing, you get to work on some very interesting and classified technology that is very important to national defense. But you also have a guy who makes more money than you inspecting your trash can for candy wrappers, and you could be thrown under the bus to make quota using an HR system pioneered by General Electric that they themselves abandoned for being counter productive. If you can tolerate the corporate BS, it really isn't a bad job.

    Advice to ManagementAdvice

    Even if the management agreed with some of what I listed under "cons", I'm not sure there's much they can do about it. It probably comes from above them in corporate management.

    Recommends
    Neutral Outlook
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