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2 people found this helpful  

Good work life balance, security annoyances, stuck in the past

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

I worked at Lockheed Martin full-time for more than 10 years

Pros

As a software engineer, I rarely worked more than 40 hours per week. (can't say the same for all engineers, however; the test engineers often worked swing shifts and extra hours).

The slower pace gave me the time to develop as a software engineer, while at work and outside of work.

Cons

Using software technologies that were 10-15 years old.
Inconsistent capabilities between engineers. Some aren't very good.
Feels really bureaucratic.
Lots of annoyances that come with being in a high security environment: my building had no windows (not necessarily the case everywhere, though), no cell phones, firewall prevented access to e-mail sites like gmail and streaming sites like pandora.

Doesn't Recommend
No opinion of CEO

Other Reviews for Lockheed Martin

  1. 2 people found this helpful  

    "Bloated Government-Funded Corporation"

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Senior Software Engineer
    Current Employee - Senior Software Engineer

    I have been working at Lockheed Martin full-time for more than 8 years

    Pros

    - Good Benefits, but shrinking over time
    - Technically competent, Innovative place to work
    - Flexible work environment
    - Challenging projects

    Cons

    - Too many levels of management, second only to government bureaucracy
    - Constant Reorganization, but no real change
    - Loss of talent and experience because not people focused: would rather hire "cheaper" lvl-1 lvl-2 engineers rather than keep competent lvl-3 lvl-4 engineers employed

    Advice to ManagementAdvice

    It is not all about the short term bottom-line, need to realign to be people focused. Talent base has dwindled over time. Need strategically competent leaders rather than bean counters that fosters team growth. Strip away levels of management.

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
  2. 2 people found this helpful  

    Interesting projects; Bureaucratic, slow paced, poor compensation package

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

    I worked at Lockheed Martin full-time for more than 5 years

    Pros

    -Interesting projects (especially for R&D or projects designing new systems). Work on projects that can have a big impact or addresses an important government need. You get the opportunity to create systems or products that are very tangible/deployable and protects lives.
    -Work-life balance (though this is changing and getting worse)
    -Flexible schedule - for engineers, it is generally not a problem if you come into work later in the day but also stay a little later at night to get work done. Very helpful for doctors appointments or picking up children for events.
    -Engineering colleagues are generally pretty collegial, and you may get to work with some very brilliant people
    -401k with company match, 100% vested immediately
    -Well known defense contractor

    Cons

    -Not a "hot" technology employer. LM does not have the pull or allure of a Google/Amazon.
    -A lot of the systems you will work on are very old/outdated, and the skills you develop here will only be helpful in the defense industry. Especially for software programmers, a lot of the languages used are fairly old, and from what I have seen from friends looking to transition over into the commercial tech sector, the skills you develop here are not attractive to other employers.
    -Bureaucratic and slow paced; decisions need buy-in from multiple different managers (even if they are only tangentially related to the project), which requires many meetings and follow on meetings.
    -Overall compensation package is not good. Salaries are below market average. No year end bonuses. Employees' performance is graded on a normal curve, and the nominal wage increase barely beats inflation. Health insurance plan is a common complaint among employees.
    -Job security: current cuts in the defense budget and projected slowdown in defense expenditures point to a lot of belt tightening. LM has gone through a series of layoffs over the last few years. This has led to poor morale and has further exacerbated the next point:
    -Political, territorial, and top heavy management. Some projects have more managers than actual engineers/workers. Some managers have no understanding of the technical product they are overseeing, which can lead to bad decisions and stressful/unreasonable demands on engineers.
    -Lack of diversity.

    Advice to ManagementAdvice

    -Reduce the frequency of layoffs. Morale suffers each time a layoff is instituted. Do it once, and get it right. LM has gone through at least one round of layoffs every year for the last four years. The unstable situation will drive talent away.
    -Advise First Line Managers that it is their job to help line up work for their direct reports. Too many times FLMs have told their own employees, "if you do not have a contract to work on, you need to find one." Is it the employee's job to work on a project or look for a project to work on?
    -Pay very close attention to employee survey responses regarding First Line Managers and middle management and take action. Every year employees fill out surveys and rate their direct manager as well as their department heads. Every year the responses show that there is a lot of dissatisfaction towards certain managers. FLMs and management then frequently explain away the dissatisfaction, write up an action plan for improvement, and then never follow through. If the manager employee relationship is not good, this will drive away talent.
    -Provide tangible career advancement opportunities for the ambitious and engaged employees. Instituting promotion freezes just because people were laid off should not be related (i.e. if a person performs well and deserves a promotion, then promote him/her). Not doing so will drive away talent.
    -Recognize that you need to compete for top engineering talent, and that you are competing against Google, Amazon, Apple, etc. If you do not compete for top talent, your long term capabilities and quality will suffer, which will result in a greater difficulty in competing on contracts and attracting talent.

    Negative Outlook
    Approves of CEO
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