Northrop Grumman - Differs from department to department. Siloed. | Glassdoor
There are newer employer reviews for Northrop Grumman
There are newer employer reviews for Northrop Grumman

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"Differs from department to department. Siloed."

StarStarStarStarStar
  • Work/Life Balance
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Current Employee - Engineer IV in El Segundo, CA
Current Employee - Engineer IV in El Segundo, CA
Approves of CEO

Pros

Employee Groups, sustainability efforts, GHG, Water Conservation and Waste Reduction goals.

Cons

Siloed. Inequality in raises/promotions/leadership opportunties.

Advice to Management

Let employees know their pay band! managers won't give us that info.

Other Employee Reviews for Northrop Grumman

  1. Helpful (3)

    "Highly focus on affordability, keep telling employee engage while cutting benefits"

    StarStarStarStarStar
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Los Angeles, CA
    Current Employee - Anonymous Employee in Los Angeles, CA
    Doesn't Recommend
    Disapproves of CEO

    Pros

    9/80 schedule
    Telework 1-2 days/week for people who lives far from office

    Cons

    Affordability comes first
       - no more bottle water (you need to pay to get bottle water)
       - not replacing people who retired, just distribute work to rest of the employees, not to mention work load from people who got laid off
       - cut benefit, insurance, pension
       - manager always pass down inquiries from upper management on # of hours you spend on such and such task as a hidden trap to justify your existence

    Unequal treatment to staff between different sector
       - some sectors have no year end bonus, some do (regardless of job function or title)
       - some sectors has higher education reimbursement cap
       - unequal starting salary for engineers between sectors even they are in the same geographic location

    Not getting employee feedback properly
       - survey with questions cannot reflect what employees think

    Top heavy
       - too many VPs with ridiculously high compensations while people who does the technical work gets laid off or zero raise

    High turn over for young folks
       - not enough knowledge sharing
       - lack of growing opportunity

    Technical training is not encouraged in some sectors
       - no training budget for some sector. Management just keep saying "we are working on it" It never happen (well, at least for more than half a decade).

    Advice to Management

    You can't just keep telling people to be engaged while you keep cutting benefit and giving unequal benefits to different sectors. Let's get realistic here, treat your employees better = more engaged.

    Get some real feedback, provide an input box in the survey allowing being truly anonymous.
    or read the feedback in glassdoor, or provide survey questions like glassdoor survey.

    Train your employees, make them updated with current technology and be innovative.

    We need management like Steve Job who's able to turn what we can do into something marketable, instead of just eying on cutting expense/benefit and laying off people.

    It's a bad cycle.
    Cut labor and benefit, raise work load, no training, no innovation, no one feels engaged.


  2. Helpful (1)

    "Losing the balance of employee and customer satisfaction"

    StarStarStarStarStar
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Rolling Meadows, IL
    Current Employee - Anonymous Employee in Rolling Meadows, IL
    Doesn't Recommend
    Approves of CEO

    Pros

    Great Benefits Package
    Networking
    Career Development
    Great people

    Cons

    Decisions are made at such a high level and pushed down without much feedback from the technical employees.
    During the last round of layoffs an announcement went out to let everyone know that they will try to relocate people into other positions prior to letting them go, overall this did not happen
    The company says they support diversity groups, but the support is minimal other than accepting and encouraging groups to exist.
    The pay is not very competitive.
    Recognition from achievement varies based on the lead's interest in recognizing achievement.
    Process is claimed to be important, but usually disregarded for a more reactive approach

    Advice to Management

    Provide feedback as to expectations you have for the employees and create an actual plan to achieve success rather than simply saying we need to do better overall. Support the established processes, support and communicate the decisions from the groups that are set up to determine the processes, and then enforce the processes.

There are newer employer reviews for Northrop Grumman
There are newer employer reviews for Northrop Grumman

See Most Recent

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