Honeywell Aerospace Reviews in Phoenix, AZ Area

Pros

Good people, good benefits, stable company, lots of opportunity in the Phoenix area to move around and try different jobs.

Cons

Lower level jobs being sent overseas very rapidly. The organization makes decisions slowly. Leadership values experience and tenure above ability and results.

Advice to Senior Management

Please recognize the value of employees here in the USA and keep jobs local. There are benefits to having an experienced workforce here that lower salaries and benefits do not compensate for.

Pros

Lots of control of our own work

Cons

No vision provided by leadership.

Advice to Senior Management

Value your people in a way that makes them feel valued. This will empower them to take care of our customers vs. today where leadership is cheap.

Pros

Career Growth and Communications from Mgr

Cons

Poor Benefits and Base Compensation is not competitive for function

Advice to Senior Management

Review your top talent and ensure they are all at the 25th and if not know you'll lose them in time.

Pros

Great benefits, Dedicated hard working employees.

Cons

Massive lack of valuing the “workforce”. We have lost the focus of making this a family away from your family. We spend more time with our co-workers than our actual families. (Especially now that people are expected to work 50/60yhrs a week, while being compensated for 40). 10 years ago (Prior to GE’s interests and Allied Signal’s purchase) We were a family oriented business that people looked forward to serving 30-40 years and retiring from. Now we are a company that people can’t wait to find something better. It is made clear (By Sr. Leadership) that if you want to be compensated fairly, you will need to leave. We fail to invest in our people on the hopes that they will serve us loyally for their entire career. Failing to understand that hiring new employees to replace the high talent that leave for greener pastures costs a great deal of money, time, and greatly affects our ability to serve our customers (negatively)

HR is there to protect Honeywell, not the people.

Outsourcing, and reductions in force; I am not talking about India and China here, there is a need to have diversity and coverage globally. However, years ago Honeywell manufactured the best Avionics in the industry and had an outstanding global support force. Now we are more interested in saving $10 a card or box that we can have some other business or country manufacture for us. Problem here is that we lose quality control of that product and it ends up costing us millions when they fail to perform at what we have guaranteed our customers they will. Our world class global support has been cut to the bone forcing Avionics and Mechanical FSE’s to perform as “nose to tail” FSE’s.. Customers are not impressed. We are told to tell customers this is in an effort to be “Best in Class” (BIC) a term that most customers will tell you we “WERE” BIC prior to our re-org..

Leadership and its decisions are focused on two things and two things only; Stock performance, and Shareholder satisfaction. Customer and Employee satisfaction are distant after thoughts,.. In that order. Decissions and investments are focused on the short term vision,.. what will effect Stock performance and Shareholder satisfaction TODAY.. Until we realize that Stock performance and Shareholder satisfaction are byproducts of Customer and Employee satisfaction we will continue to be mediocre at best.

Most of the workforce is grossly under paid, some in excess of $25,000 below the lower range of recommended salary ranges and what competitors are paying

And finally, our performance management process is broken badly. We are forced to differentiate our employees by a “numerical distribution” HR, Legal and Sr. Leadership will tell you that this is not the case. I am here to tell you it most definitely is.. We are forced in many cases to rate some of our high performers as mediocre, and even worse our “Steady Eddies” as low performers.. In order to hit our pre determined “numerical distribution” So much so that managers are being told that you will not differentiate your employees, you will be “differentiated”

Until our executives understand that bonuses of up to 500 times the average salaries of their engineering force (Who by the way do not get ANY bonus) we will never be "Best in Class".

Advice to Senior Management

Recognize and pay your people competitively and Fairly. This is actually costing us more money in the long run.

Focus on making this a place people look forward to coming into work again, and more importantly a place people want to remain at until they retire

HR needs to be there for the people, or the people will find someone to represent them. Yes, people will get sick of being taken advantage of. Want to keep the union out of Honeywell?? It's simple,.. TREAT YOUR EMPLOYEES LIKE GOLD,... or at least fairly..

Either bring back manufacturing or at least better contracting processes to allow us full quality control of those products that we outsource and still put our names on. It is Honeywell that the customers are furious with when they fail to perform at guaranteed MTBF/MTBUR

This seems like to most simple to me but, Focus on your employees! Treat them like gold. It is the best investment you can make. Stress that Customers are job number one. If you have high employee and customer satisfaction you will undoubtedly have positive stock performance and shareholder satisfaction. This is not rocket science and is working great for many companies that are embracing it.

From an engineer’s point of view:

 High Employee + Customer Satisfaction = Positive Stock performance and Shareholder satisfaction.

Positive Stock performance and Shareholder satisfaction does not cause High Employee + Customer Satisfaction

Share some of those ridiculous bonuses with the people that are actually responsible for making this company successful. VP and presidential bonuses are enough to make those busting their asses for this company sick to their stomachs..

Let me end this with stating, I am not a disgruntled employee. On the contrary, I love Honeywell, and am passionate about its success. I can only hope that this gets read by the right people that also care enough to make the success of this company more of a priority than the bonus amount they can get by "hitting the numbers"

Pros

The work is interesting and the employees are motivated. The benefits are good and comparable to companies in this domain.

Cons

The leadership is sometimes uninspiring and don't seem to care about employee concerns. However, this is not a pervasive attitude.

Advice to Senior Management

Make sure that employees are engaged in the innovation process. Rewards well performing employees adequately. Right now, high performing employees are not well compensated.

Pros

Great benefits package, tuition reimbursement and career development. TONS of internal business libraries with tangible information

Really diverse workplace.

Cons

Aerospace is volatile industry. Too many people impacted when company makes adjustments.

Advice to Senior Management

trim more middle managers

Pros

Broad, variety of businesses
Learning opportunities
Competitive salary and benefits
Very knowledgeable employees
Scale
Global footprint and ambitions

Cons

Process overkill, seems like congressional committees with all these councils, offices
Sometimes does not play big sales competitions with heart and true passion to win (see above)
Career pathing is inconsistent
Relax! Why do we need to be so stuck up? Do we really have a buzzing innovative culture?
Everybody wants to program manage everybody else!

Advice to Senior Management

Love the cash generation, love the flat organizations, but please inspire and lead us with passion befitting a technology company...not just manage us

Pros

Good name recognition in industry. People in technical positions are very knowledgeable with a lot of experience. Competitive, reliable products well received in the industry.

Cons

Old workforce, only few young engineers. No career growth / / promotions and merit increases in the last two years.

Advice to Senior Management

Too much money is spent on mergers and acquisitions. Company needs more young talented engineers to replace the existing old workforce in the years to come.

Pros

Good benefits. Not a lot of stress or pressure about work and you can definitely have an active life outside of work as long as you aren't looking to get promoted.

Cons

Lots of old technology is used and there is very little cutting edge development. It is easy to become comfortable and stagnate in a position. There are very few challenging projects and finding the route to advancement is difficult. The company is more likely to promote you if you have left them for another job then if you try to work your way up within the company.

Advice to Senior Management

The company needs to look beyond Boeing (and Airbus) for projects and funding. The company needs to be creative and innovative in its own right and not just do whatever Boeing says. It needs real project managers who follow the PMI manual and not just people who know how to put schedule dates in an Excel spreadsheet.

Pros

Great exposure to technology and knowledge, great projects, great facilities, very structured system

Cons

Bureaucracy, everything is political, very easy to blend in with the pack of under achievers and very hard to be recognized as an over achiever
If you are a cry baby and make a lot of complaints and noise it's the right place to be

Advice to Senior Management

Need to get your act together, the good people are just waiting for the economy to improve to leave the company