Honeywell Aerospace Reviews in Phoenix, AZ Area

Pros

Growth opp.
Stable
Good life work balance
Fair compensation
Locations everywhere
Paid training education
Savings program
Gym, Health center and credit unions

Cons

Global out sourcing
Poor customer support
Micro Management
Too top heavy
Benifits shrinking
New operating system has many gaps
HR overloaded
Management moves often

Advice to Senior Management

Get back to basics and support your customer base. Do not let the numbers drive your actions. U
Stop to understand a problem before offering a blanket solution.

Pros

Pay, benefits, good workers with good comraderie. Co-workers were always passionate, open and sharing. Supervision was fairly responsive.

Cons

Strong corporate culture can inhibit free flowing of ideas. Top heavy management, micro management at times. "Mandatory" overtime, and weekends, inhibits family balance.

Advice to Senior Management

Customers are vital, but so are your employees. Don't lose fact that moral and work treatment are inter related. Respect your customers and workers alike.

Pros

Always improving. Honeywell is striving to be the leader in aerospace. The integrated supply chain is constantly improving and better processes are being implemented all the time.

Cons

Sometimes direction or goals are either unclear or unattainable. For the most part, management has never worked on a shop floor and do not understand what its like running machines.

Advice to Senior Management

Spend more time on the floor and not in meetings. Management is always trying to improve the process, which is good, but they try to do it mostly from a conference room and not on the shop floor.

Pros

A lot of opportunity to learn and to grow your career

Cons

Too focused on metrics, talk about being customer focused but more bottom line focused

Advice to Senior Management

Look beyond your paycheck

Pros

Great work/life balance
Decent Pay & Benefits
Competent managers
Plenty of training opportunities
Many opportunities to make lateral job moves to increase skills and abilities
Job security if you do your work

Cons

Eliminating jobs in US and moving out of country (manufacturing/finance/global sourcing)
Company activities are being eliminated (spring picnics/Christmas party/employee club/company sponsered sports leagues, etc.)
Benefits reduced last few years (Medical/401k), Cost increases passed onto employees
Raises are extremely rare and lean
Not many advancement opportunities, in finance company is turning many former manager positions into Sr. analyst positions and former Sr Analyst positions to young new hires.

Advice to Senior Management

It's all about the bottom line and I understand that, employees in the US have taken the brunt of that fact the last few years. Take the time and ponder that the majority of them work hard and have families to support.

Pros

Plenty of opportunity if you bust your a$$. Dedicated hard working employees, Sr Leadership and middle management seem to care for their people (Not representative of Executive Leadership..) “

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. Decisions 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 (And most importantly!!), our performance management process is broken badly. We are forced to differentiate our employees by a “FORCED 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"
Our engineers are our golden egg laying goose.. NOT Executive Leadership,.. TAKE CARE OF THEM!!!

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

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

Get rid of our HORRIBLE Performance Development System... It will be the death of this company!!!!!
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

Exposure to global business
Opportunities

Cons

Slow to adapt new technology

Pros

Pay for your LightRail pass, Floating Holidays

Cons

Terrible Work/Life Balance ideas, Low wages, unfair distribution of wages

Advice to Senior Management

take care of your people, they're your #1 asset.

Pros

Nice supervisor, nice collegues, nice work

Cons

Growth issues, organization put too many limitation on employees

Advice to Senior Management

Organization limitation

Pros

Engineering Middle management cares about people and is trying to get the job done.

Cons

Reorganization into functional silos five years ago was disastrous and further injury was done by a somewhat late move into global markets. Expertise in the US now tries to get work done by pulling the puppet strings of emerging market workforce. Huge amount of bureaucracy created to try and "fix" / prevent project failures stemming from communication gaps between US and emerging markets.

Advice to Senior Management

VP's & Directors. Stop asking US managers to report results for their emerging market puppets. EM team will never be capable until they are allowed to fail or succeed on stage in front of the customer.