Honeywell

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Honeywell Reviews

Updated Jul 23, 2014
All Employees Current Employees Only

3.2 1,617 reviews

73% Approve of the CEO

Honeywell Chairman and CEO David M. Cote

David M. Cote

(585 ratings)

62% of employees recommend this company to a friend

Review Highlights

Pros
  • Good Work-Life Balance most of the time (sometimes it can get extremely hectic though)(in 122 reviews)

  • Work environment is not very stressful and mostly you can choose your own projects(in 72 reviews)


Cons
  • Benefits, perks and work life balance have been slipping last few years(in 44 reviews)

  • upper management doesn't involve itself in employee betterment(in 40 reviews)

1,617 Employee Reviews
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    1 person found this helpful  

    Stepping Stone

    Anonymous Employee (Current Employee)

    ProsConservatively run to prevent boom/bust culture, extremely safe place

    Conscompensation, career path opportunities, lack of training/education, very inefficient processes

    No, I would not recommend this company to a friend – I'm optimistic about the outlook for this company

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    • Disapproves of CEO

    3 people found this helpful  

    Watch out if you work for a company which HW purchases - days could be numbered

    Technical Manager (Former Employee)

    ProsBig company name on your resume. If you work at a large HW site there may be opportunity for advancement, and other big company perks. Some aspects of HOS (particularly 5S) can help.

    ConsVery centrally managed. When HW buys a successful business - they often times kill what made it successful by taking all decision making authority away. Strong customer relationships are lost when the matrix organization structure brings new salesman to a customer - who don't have any history with that customer. The same applies for technical support, and supplier relationships. Quick decisions are stifled by matrix-ed corporate hierarchy.
     Benefits - especially health care are not competitive with top employers. During the interview process - you have to dig deep to find out what the benefits include. The offer letter will simply state that they offer a benefit package that includes health, dental , etc. with no details on the cost or options. As a former manager who hired several people - I always encouraged prospective new hires to push HR for answers on this - so they would not be surprised or disappointed should they accept a position.
    HW has an attitude that suppliers want to work with them because they are so big. The reality is often different. Long time local suppliers who have a history of supporting a business are often thrown out in favor of national, or global contracts - where the new supplier has no relationship or familiarity with the newly acquired business. This can lead to delivery problems and quality issues.
    Travel is virtually non-existent unless you are in a "customer facing" role. So - forget that technical seminar or trade show unless you're a salesman. Career opportunities for non-sales or marketing people is also very limited.
    Focus and tooting the horn of top management (Mr. Cote) is relentless. Each day when you log onto the internal web site - you are informed of some new wonderful thing he has done. CEO of the year, on Obama's jobs commission (while simultaneously moving jobs from US to Mexico, India or China), appearing on "Sqwuak Box", opening a manufacturing site in China (no mention of the one being closed in PA).

    Advice to Senior ManagementPromote people in different parts of the business. Let acquired businesses continue what they did in the past to remain successful. Or better yet - observe what made them successful and incorporate those traits into other parts of HW where practical. Don't force every diverse asset in the HW family work with the same rules, systems, procedures, etc. The customer approach for selling thermostats to Home Depot should be quite different than selling hundred thousand dollar industrial hardware to an oil company.

    No, I would not recommend this company to a friend

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    2 people found this helpful  

    What do YOU want?

    Project Manager (Current Employee) Phoenix, AZ

    ProsHighly matrixed organization creates an environment where too many stakeholders do not know what resources are available, who controls those resources, what are the capabilities of those resources, are those resources performing, along with what is the true business need or value stream. If you are politically savvy, you can thrive and garner advancement at Honeywell Aerospace since most in the network do not know what you do and cannot validate your value add due to their lack of knowledge of how business get done at the business unit. This matrixed orgranization also means that those you support do not directly affect your raises and employability. So returning to the title, if you want to rise through the ranks you can, if you want to learn technology you can, if you want to do little beyond nurturing you network to stay employed you can. What do you want?

    ConsCons are highly subjective and as such are highly personal. Over my service years, the only con I consistently see is that entry to mid management performance results consistently prove that they are not leaders. Their results simply reflect macro economic conditions versus implemented strategies. A reliable personal success prediction tool is teasing out what ensures your manager will get his bonus regardless of enterprise initiatives, stakeholders needs, corporate policy, and on remote occasions the law, then deliver. You will have a long and successful career as a 1, 2, 4, or high 5 performance rating. Three years of 4s and counting.

    Advice to Senior ManagementIf Cote and the business unit executive leadership could see what I see. The energy, costs, and time invested to tailor the message to top management to hide, mislead, or conceal often dwarfs the efforts and contributions to solve problems and create shareholder and customer value. Mr. CEO, SBU Presidents, your message and leadership are being neutered.

    No, I would not recommend this company to a friend

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    Not very people friendly

    Anonymous Employee (Current Employee)

    ProsThey provide flexible hours and comp time

    Conspersonal growth, promotions, training, listening to people

    Advice to Senior Managementstop listening to your Tier 2 & 3 and start talking to Tier1

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

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    Overall, positive but needs more energy to go to next level

    Business Consultant (Former Employee) Wilmington, DE

    ProsEnjoyed my colleagues. But management wasn't focused more on checking the boxes rather than implementing a strategy to win more market.

    ConsToo many "old dogs". Needs new energy to really tackle the industry and markets.

    Advice to Senior ManagementShare the wealth. Let some of the new guys have a chance to grow some of the base accounts. Otherwise, people will leave if they can't be successful.

    Yes, I would recommend this company to a friend

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    1 person found this helpful  

    Very fortune 100.

    Sales Director (Current Employee) Chicago, IL

    ProsGreat name recognition. Honeywell has great legacy brands that everyone recognizes. Great people in all businesses.

    ConsBenefits cut year over year. Focus on off shore really hurts the core business.

    Advice to Senior ManagementFocus on innovation. Invest in the people you have.

    No, I would not recommend this company to a friend

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    1 person found this helpful  

    Important Work in a Dilbert Environment

    Engineer III Electrical (Current Employee) Kansas City, MO

    ProsYou get to work on some very interesting and unique technology that is important to national defense. Pay is decent/good for the Kansas City area. Doesn't usually require working very long hours. I refuse to use the term "work-life balance".

    ConsThis plant has been doing this work since the 1940s, but corporate management has changed over time. Over the past 5-10 years, Honeywell corporate has become more actively involved in dictating how the plant operates. This includes the HOS (Honeywell Operating System), and a GE style human resources approach, among other things.

    The core of HOS is basically quick and efficient morning department meetings. This is wrapped in a bunch of fancy corporate window dressing. By a "bunch" I mean that there is a senior manager position ($120k+ salary) devoted to HOS.

    An example of how things devolved in Dilbert territory: Part of HOS is the concept of 5S, which is 5 words that essentially translate into "keep things clean, sorted, and organized". By the way, 5S originates from a Japanese system which uses 5 words that start with a phonetic "S". So they naturally found 5 English words that also start with an "S". Not gimmicky at all.

    Anyway, 5S is typically used in a manufacturing environment, which does make some sense. But they decided to also apply it - without modification - to engineering office space. This means at the end of the day, your desk is supposed to look a certain way, with a neat stack of paper and everything in predefined places. I've heard from multiple reliable sources that they're soon going to start opening our drawers and cabinets to make sure they're also in compliance.

    Doesn't sound *too* unreasonable yet, right? Just wait. Every desk has a trash can, and the trash is taken out on a daily basis. Yet still, there is a 5S related rule that dictates that any kind of food waste cannot be disposed of in the trash can. There is a Honeywell corporate guy where part of his job is to go around and inspect the trash cans to make sure this is not occurring. And not just food itself, even a food wrapper is an infringement.

    Honeywell has also pushed a counterproductive human resources strategy. Every year, they target 10% of the work force to be rated under-performing. The system is known as the 9-block, which is a grid of performance and behaviors. If you are rated below by your manager, your job is in immediate jeopardy and you must pass a "Performance Improvement Plan" within 30-90 days or you are let go.

    The problem with this system is the quota. The distribution is supposed to be plant-wide, but it is in reality broken down by department, so frequently a manager is forced to rate someone below, even if they don't have an employee that deserves it. The performance review often reads like a litany of trumped-up charges, exaggerating every possible behavior or event possible, real or perceived.

    On top of that, upper management will lie to your face that there even is a quota, or how it is distributed. All you need to do is ask the right person that used to be a manager, and they will confirm what I just stated. Lest you think I am just a disgruntled employee, I have been rated below, average, and above average in the 3+ years I've worked there. The above average rating came with a promotion and a decent raise.

    So in closing, you get to work on some very interesting and classified technology that is very important to national defense. But you also have a guy who makes more money than you inspecting your trash can for candy wrappers, and you could be thrown under the bus to make quota using an HR system pioneered by General Electric that they themselves abandoned for being counter productive. If you can tolerate the corporate BS, it really isn't a bad job.

    Advice to Senior ManagementEven if the management agreed with some of what I listed under "cons", I'm not sure there's much they can do about it. It probably comes from above them in corporate management.

    Yes, I would recommend this company to a friend

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    1 person found this helpful  

    Less than desirable

    Hardware Engineer III (Current Employee) Clearwater, FL

    ProsExcellent people to work with that one can learn a lot from. Flex time is great and job security is pretty good. I have learned a lot working with all different functions of engineering and production.

    ConsGet your pay coming in the door as raises are minimal no matter how one performs. In 6 years only 3 raises of around 2% and that was site wide. I was asked to be a lead engineer on a program with no raise even though I negotiated for one. There are no stock options and no profit sharing. Just not much to excite one to go the extra mile. Production group is extremely understaffed which puts programs in a terrible 'bind' and does not please the customer.

    Advice to Senior ManagementOffer employees a chance to build the company and therefore reap the rewards of that with stock options or bonuses/profit sharing. Listen to your employees and don't rely on static numbers that are disconnected with reality in order to hire personnel.

    No, I would not recommend this company to a friend

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    • No Opinion of CEO

     

    New Employee

    Anonymous Employee (Current Employee)

    ProsGood people to work with

    ConsVery monotonous in the call center

    Yes, I would recommend this company to a friend

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    • Senior Management
    • Comp & Benefits
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    • Disapproves of CEO

    2 people found this helpful  

    Unpleasant

    Customer Service Representative (Former Employee) Wayne, NJ

    ProsIntimate, small, fast paced environment.

    ConsToo much workplace bullying and disrespect to staff.

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