TRW Automotive

  www.trwauto.com
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TRW Automotive Reviews

Updated Jul 14, 2014
All Employees Current Employees Only

2.9 135 reviews

48% Approve of the CEO

TRW Automotive Chairman of the Board, President and CEO John C. Plant

John C. Plant

(83 ratings)

48% of employees recommend this company to a friend

Review Highlights

Pros
  • good salary good people place to learn on seem to make smart business decisions(in 7 reviews)

  • Good place to learn and grow in the automotive industry(in 4 reviews)


Cons
  • Horrible work/ life balance, your home is just a place to store your stuff(in 3 reviews)

  • Limited career growth opportunities(in 3 reviews)

135 Employee Reviews
Relevance Date Rating
in
    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • No Opinion of CEO

    2 people found this helpful  

    Earn a living but expect to be undervalued.

    Product Engineer (Current Employee) Washington, MI

    ProsGood work experience to learn various internal management systems for quality and production. For me it was also a revelation of dealing with offshore suppliers and developing them to produce and maintain high quality components.

    ConsShareholder value undermines value of non-management employees. Minimal investment in developing talent for contract employees - arrive with it or develop it on your own.

    Advice to Senior ManagementEmployees make a company - good ones are hard to find. If you have them - treat them to keep them. This is a comment on the many people leaving the company during the time I worked there for two years from 2011- 2013.

    Yes, I would recommend this company to a friend

     

    It is a very chaotic place to work.

    Operations Supervisor (Former Employee) Auburn, NY

    ProsPeople are for the most part nice and willing to do a good job.

    ConsTrying to recuperate from some inconsistent blasé management.

    • Culture & Values
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    • Disapproves of CEO

    1 person found this helpful  

    Most Miserable, Depressing place on earth.

    Assembley (Current Employee) Portland, MI

    ProsLots of over time, you need it when you don't make any money.

    ConsHorrible hourly pay rates, out of date machines, dirty, lack of leader ship. Poor leader ship due to high turn over, to many un experienced team leaders, supervisors. Management just there to collect a paycheck. Horrible insurance with high out of pocket costs and high premiums. Can't get a better insurance plan for the 65,000 employees? Horrible work/ life balance, your home is just a place to store your stuff. 8 hours a day 7 days a week.

    Advice to Senior ManagementWere to even begin.....GOOD LUCK!

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

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    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Disapproves of CEO

    2 people found this helpful  

    Would never recommend to anyone with standards

    Program Manager (Former Employee) Livonia, MI

    ProsNone. Company is so poorly run. Incredible that company is still surviving. However, competitors are catching up with their products and profits are down. Great place for program managers who have no true skills to get hired into high salaries.

    ConsOverworked employees. Another review discussed in great detail how 12+ hour days are the norm. Each employee has workload of about 3 people. Working systems are ineffective- simply creates busy work. IT systems do not work either. There is no training and no consistency between people who share roles. Turnover is very high as employees soon realize the poor morale and poor working environment. It is the norm for teams to get into "survival mode" which is stabbing others in the back constantly. There is no encouragement to employees for growth and company as a whole is reactive rather than being progressive.

    Advice to Senior ManagementStop being so selfish and look at the company's growth as a whole and recognize that true growth can only occur when the company invests in ALL employees. Not just upper level managers, VP etc. Mid level managers need to tell executives when their expectations are unrealistic. It's disgusting that the CEO makes millions annually yet hiring freezes are set and bonuses are not paid out to the employees who work 12+ hour days, 6-7 days per week.

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

    • Culture & Values
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    • Disapproves of CEO

    1 person found this helpful  

    Good starter company

    Principal Engineer (Current Employee) Livonia, MI

    ProsGood place to start a career

    Conswage increases below inflationary levels for almost a decade resulting in low morale among employees

    Advice to Senior ManagementYour success is because of the people who work here. It is time to recognize that..

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

    • Culture & Values
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    • Disapproves of CEO

    1 person found this helpful  

    How NOT to run a plant

    Production Associate (Former Employee) Auburn, NY

    ProsRelatively simple work. Some decent folks as co-workers.

    ConsPoorly managed. Upper management is routinely dishonest with the production people. A corporate cut throat mentality pervades the management structure. They exercise blatant disregard for the workers needs and ideas. Arrogant and unethical behavior with impunity is evident in management.

    Advice to Senior ManagementListen to your people. Stop wasting money on bad ideas and ignoring the folks that make the place run. Your employees matter...treat them as such. Some recognition and reward for a job well done would be nice.

    No, I would not recommend this company to a friend

    • Culture & Values
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    • Approves of CEO

    6 people found this helpful  

    Top Down Company in Need of a Facelift

    IT Support (Current Employee) Livonia, MI

    ProsTRW is so diverse with a global presence it proved it can succeed even in the worst of times. High Opportunity for advancement and expanding skill set for self-motivated, self-driven individuals. A lot of very intelligent and manufacturing savvy hourly and salaried employees at TRW. Work/Life balance for non-plant personnel is reasonable. Employees rally and handle short term chaos well. Costs kept very low particularly in the area of indirect/discretionary spending. Very good at recognizing problems and applying short term solutions. State of the art products. I have met a lot of genuinely good people who sacrifice a great deal in service to TRW.

    ConsHorrendous at solving problems long term. Everything is a fire drill which seems to be the only thing that gets anyone’s attention. Nothing’s a problem until Senior Management becomes aware of it. Then it’s a hot issue until the next thing comes up. No follow through once the heat is off. Support for continuous improvement projects is virtually non-existent which is why problems never get solved long term. They just get patched up to keep product moving.

    Upper management does not listen. Top down company with an increasingly high degree of micro-management is a strong indicator of a lack of trust in the plant teams. They seem to want everyone to say, “yes sir, yes sir, three bags full” rather than one who will give them the hard truth. The honest ones usually don’t last long as they are terminated or leave on their own. Spending initiatives have gotten so extreme that managers are scared to ask for anything even when they have a mountain of data to support it. Even when the courageous present a strong case the request is more often than not, denied. TRW is however, quick to create additional layers of director level positions which do not help to solve the problems on the ground. These merely add one more person to tell you about the problems you were already well aware of but to short on resources to do anything about.

    Extremely lean labor force in several plants forcing employees to perform the jobs and tasks that were once completed by 3 or 4 people. Several employees routinely work 12+ hours per day, 7 days per week and Holidays = NO Life outside of work. Yet, in less lucrative plants you will encounter of sea of hourly and salaried personnel. (???) Plant employees are not empowered to own their jobs and processes and the company does not do much internally to grow employees. Several very old facilities in desperate need of upkeep. Little to no emphasis or application of Lean principles. Not much accountability. High turnover since 2009 leading to inexperienced staff that has had very little training.
    When you’re on the ground and you see the efforts being put forth to reduce spending (Not buying office supplies, re-using paper, taking company cell phones from key personnel, staff reductions; limited travel, etc) it’s frustrating when you see the amount of compensation, bonuses, and stock being divvyed up amongst the Board of Directors. Or upper management making selfish decisions incurring additional expenses (Changing flight at last minute because you don’t like your seat, scheduling meetings over lunch and having the company pay for the meal, lavish meals while traveling, company paid memberships to clubs and golf courses, insanely high executive bonuses and revenue from stock sales).

    Recognition beyond your paycheck is a rarity.

    Health care plan has high premiums with significant out of pocket expenses. You’d think a company with 60K+ employees could barter a better deal.

    Advice to Senior ManagementListen! Strategic priorities, initiatives and company policies should apply to everyone in the company. Please listen to your “experts” on the ground and trust what they’re advising. If you don’t trust them – let them go and replace them with someone you do trust and then listen to them. If they say I have a process that requires additional resources and back it up with data… allocate the resources to them! Reward and “really” empower by presenting them with opportunities for personal development and growth within the company. Put them before yourselves and institute company sponsored initiatives to develop employees and position them where they’ll again be proud to work for TRW and take pride in their work. Do this even if that means you have to restructure your incentive package for a couple years. They all keep tabs on amount of money that flows to the top and from their perspective your primary objective is to stuff your pockets and don’t care whose back you stand on to do it. Prove them wrong. Please!

    Yes, I would recommend this company to a friend – I'm optimistic about the outlook for this company

    • Culture & Values
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    • Approves of CEO

    2 people found this helpful  

    Good place to work and have a career

    Program Manager (Former Employee) Livonia, MI

    Pros- Good benefits
    - Advanced work systems
    -

    Cons- Cash is king and other considerations were not important
    - Clash between North American and European organizations for Leadership and power

    Yes, I would recommend this company to a friend – I'm optimistic about the outlook for this company

    • Culture & Values
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    • Career Opportunities

     

    Good people, but challenging job.

    Anonymous Employee (Current Employee)

    ProsInteresting work. Great challenges. global reach

    ConsLong hours, demanding automotive industry

    • Culture & Values
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    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Disapproves of CEO

    1 person found this helpful  

    TRW Automotive Review

    Program Manager (Current Employee)

    Pros- Challenging work
    - Higher pay than many competitors
    - Opportunities to advance with hard work and positve attitude
    - Great group people to work with in all areas of the company

    Cons- Strong management focus on profit over employees
    - Higher workload than many competitors
    - Poor health benefits compared to competitors
    - High turnover in key business areas (e.g., purchasing and operations)

    Advice to Senior ManagementEmployees are our most valuable asset. Small efforts to reward key employees and increase morale can go a long way to improve bottom line over time.

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

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