There are newer employer reviews for Lockheed Martin
There are newer employer reviews for Lockheed Martin

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Electronics Engineer

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Electronics Engineer in Huntsville, AL
Current Employee - Electronics Engineer in Huntsville, AL

I have been working at Lockheed Martin full-time (More than a year)

Recommends
Negative Outlook
Approves of CEO
Recommends
Negative Outlook
Approves of CEO

Pros

Overtime, travel, fitness facility, ability to advance, large enough company to do something else if you want within the company.

Cons

Copious amounts of work and not not enough personnel to comfortable complete milestones, requiring overtime weekly,

reviews filtered by
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  1. A great place to work and grow

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Financial Analyst in Fort Worth, TX
    Current Employee - Financial Analyst in Fort Worth, TX

    I have been working at Lockheed Martin full-time (More than 3 years)

    Recommends
    Neutral Outlook
    Approves of CEO
    Recommends
    Neutral Outlook
    Approves of CEO

    Pros

    Off-Fridays every other week
    Get to look at the F-35 on the factory line

    Cons

    Sometimes job can get a little boring
    Job advancements is based on time there
    a lot of old poepl

    Advice to Management

    None

  2. Corporate HR is a nightmare

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

    I worked at Lockheed Martin full-time (More than 3 years)

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    Pros

    - Amazing Program Management
    - High potential to excel and be given rewarding opportunities
    - Opportunity for travel
    - Fabulous FP&A Management
    - Opportunity to perform roles two to three levels above pay grade
    - Top tier ERP systems and opportunities for training
    - Great working relationships with Corporate and FP&A
    - Valuable experience that proves useful when transferring employment
    - Program and FP&A Management will reward high performers with monetary "Service Recognition Awards" that do not require HR approval.

    Cons

    - Promotions are based on Seniority and not on performance
    - Corporate HR representatives do not respond to emails or requests for information.
    - Although they promise the opportunity to fast track your career based on performance, HR will not allow promotions in level in less than three years, just in salary, no matter how high your performance reviews.
    - High performing employees work in roles two to three levels above their pay grade at 60+ hrs/week with no paid overtime, while Team Leads with poor performance records are allotted high salaries.
    - HR is a nightmare - poor performing employees work the system and can submit an erroneous Ethics complaints to keep their jobs, while HR follows by unleashing harassing investigations into baseless accusations that have nothing to do with job performance.
    - Corporate Policies are oftentimes subjective and HR can rule that violations occurred without providing any evidence. There is no opportunity to confront your accuser.
    - Although they have a training "Learner's Desktop" they do not provide training into how to use their different payroll titles (i.e. when to use paid time off, or when to use personal illness, how to request permission to work remotely, etc), and they do not provide easily accessible training regarding business travel.
    - In order to reward high performers, Program Management and FP&A Directors have to award monetary "Service Recognition Awards" that do not require HR approval.
    - HR is so concerned with not upsetting poor performers that they will reduce even in-line promotion amounts for the specific purpose of not moving high performers into the next salary tier.
    - HR strives to reward and retain the status quo.
    - Team Leads pass on the difficult work to Level 1 and Level 2 employees and do not know how to manage the most basic aspects of ERP systems. Favoritism is shown based on tenure and change and process improvement is met with immense resistance.

    Advice to Management

    Compensate based on Performance. Do not leave salary and performance decisions up to one HR BP that does not even take the time to meet employees. Do not cater to low performers just because they have maintained the status quo for decades. Do not allow HR to veto the wishes of Program Management and Business Operations Directors.

There are newer employer reviews for Lockheed Martin
There are newer employer reviews for Lockheed Martin

See Most Recent

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