- Work/Life Balance
- Culture & Values
- Career Opportunities
- Comp & Benefits
- Senior Management
Employees rate Beverly 60.4% lower than the overall average
Crane Aerospace & Electronics Beverly, MA isn't hiring right now. Check out all Crane Aerospace & Electronics jobs
I worked at Crane Aerospace & Electronics full-time (More than 10 years)
The best things about working here were all about what we were before Crane bought Signal Technology. We had a great bunch of people and enough variation in product lines to facilitate a wide range of experience. I will say that they gave us an exceptional severance package and assistance after they announced shutting down the Beverly facility.
Once Crane took over it was "Our way or the highway". They have their way of doing things and if you raised any question at all you were labeled a "naysayer". Those who pretended to go along became their superstars. Favoritism was rampant. They don't value their rank and file employees. They think all you have to do is put the benches in a horseshoe and everything will work. Their philosophy seemed to be to make the process so simple that you could take anybody walking down the street, plug them in and they could do the job. That shows what a total lack of understanding they have about what the manufacturing process entails and completely demeans the individual talents of their employees. Enthusiasm (faked in most cases) for their programs and blind obedience were the main criteria for success and advancement. Witness the results of Crane ownership in the destruction of the Beverly and Costa Rica facilities, continuing chaos in New Jersey and uncertainty in Arizona. One site was known to drag all the "KPI" paraphernalia into the parking lot and have a destruction and bonfire after Crane sold them. Maybe the rest of Crane is different. They must be doing something right in other divisions to have become a 3 billion company. I'm speaking for the Microwave division.
Advice to Management
Try listening to and valuing your employees. It's not all about charts and graphs that you display, collect and do nothing with. Put more effort into marketing and real processes and improvements and make your "standups" more than a dog and pony show. Use all that data to drive improvements and above all look in the mirror when you try to figure out why your employees, in your eyes, don't seem to care.
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