Northrop Grumman

www.northropgrumman.com
There are newer employer reviews for Northrop Grumman

3 people found this helpful  

Highly focus on affordability, keep telling employee engage while cutting benefits

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Current Employee - Anonymous Employee in Los Angeles, CA
Current Employee - Anonymous Employee in Los Angeles, CA

I have been working at Northrop Grumman

Pros

9/80 schedule
Telework 1-2 days/week for people who lives far from office

Cons

Affordability comes first
   - no more bottle water (you need to pay to get bottle water)
   - not replacing people who retired, just distribute work to rest of the employees, not to mention work load from people who got laid off
   - cut benefit, insurance, pension
   - manager always pass down inquiries from upper management on # of hours you spend on such and such task as a hidden trap to justify your existence

Unequal treatment to staff between different sector
   - some sectors have no year end bonus, some do (regardless of job function or title)
   - some sectors has higher education reimbursement cap
   - unequal starting salary for engineers between sectors even they are in the same geographic location

Not getting employee feedback properly
   - survey with questions cannot reflect what employees think

Top heavy
   - too many VPs with ridiculously high compensations while people who does the technical work gets laid off or zero raise

High turn over for young folks
   - not enough knowledge sharing
   - lack of growing opportunity

Technical training is not encouraged in some sectors
   - no training budget for some sector. Management just keep saying "we are working on it" It never happen (well, at least for more than half a decade).

Advice to ManagementAdvice

You can't just keep telling people to be engaged while you keep cutting benefit and giving unequal benefits to different sectors. Let's get realistic here, treat your employees better = more engaged.

Get some real feedback, provide an input box in the survey allowing being truly anonymous.
or read the feedback in glassdoor, or provide survey questions like glassdoor survey.

Train your employees, make them updated with current technology and be innovative.

We need management like Steve Job who's able to turn what we can do into something marketable, instead of just eying on cutting expense/benefit and laying off people.

It's a bad cycle.
Cut labor and benefit, raise work load, no training, no innovation, no one feels engaged.

Doesn't Recommend
Disapproves of CEO

1967 Other Employee Reviews for Northrop Grumman (View Most Recent)

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  1.  

    Too boring.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Anonymous Employee in Redondo Beach, CA
    Current Employee - Anonymous Employee in Redondo Beach, CA

    I have been working at Northrop Grumman

    Pros

    Other than layoffs, there is a consistency in the job that can be counted on.

    Cons

    The consistency is overbearing at times, and I'd prefer to be able to shake things up and make the place better to work.

    Disapproves of CEO
  2. 1 person found this helpful  

    Losing the balance of employee and customer satisfaction

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Anonymous Employee in Rolling Meadows, IL
    Current Employee - Anonymous Employee in Rolling Meadows, IL

    I have been working at Northrop Grumman

    Pros

    Great Benefits Package
    Networking
    Career Development
    Great people

    Cons

    Decisions are made at such a high level and pushed down without much feedback from the technical employees.
    During the last round of layoffs an announcement went out to let everyone know that they will try to relocate people into other positions prior to letting them go, overall this did not happen
    The company says they support diversity groups, but the support is minimal other than accepting and encouraging groups to exist.
    The pay is not very competitive.
    Recognition from achievement varies based on the lead's interest in recognizing achievement.
    Process is claimed to be important, but usually disregarded for a more reactive approach

    Advice to ManagementAdvice

    Provide feedback as to expectations you have for the employees and create an actual plan to achieve success rather than simply saying we need to do better overall. Support the established processes, support and communicate the decisions from the groups that are set up to determine the processes, and then enforce the processes.

    Doesn't Recommend
    Approves of CEO
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