Westinghouse Employee Reviews about "manager"

Cons

Poor leadership, lack of innovation, and drive. Very few opportunities for growth as an engineer resulting in way too many managers lacking deep domain knowledge. Too many managers preoccupied with managing resources instead of leading them.

Cons

In order to reduce costs the managers are bullying the engineers that are in the 60-66 years old range, in order to force them to retire, bh using unethical tactics. The management has one job: to exploit the engineers. You are reminded daily that you are disposable. The management and the people above waste money on trivial traveling while the hardwork is done the hard working engineers. Morale is low, company has gotten very cheap. Run!

Cons

There are a great deal of horrible managers and nearly all the senior leadership who could care less about the right things. Selfish, ignorant decision makers who make things worse. Now there appears to be a new owner who values the potential Westinghouse offers, but it is yet to be determined if they have the wherewithal and courage to fire the senior managers who made the mess we are all too real.

Cons

Everything other than pay. They have a joke of a union that protects the company instead of the employees. They have far too many managers and too few skilled employees. I've never worked for a company that made me feel less human. Managers are promoted for breaking NRC practices proving themselves 'go getters' and is practically a criminal organization.

Cons

Senior Management lacking in leadership. Terrible individuals promoted for the wrong reasons while competent mid level managers left to dangle. I hear things are changing though.

Cons

Benefits are terrible. Management is terrible from the top to the bottom. Project and program managers serve no purpose while the engineers do their jobs for them. Sadly its hard to move up as an engineer, and there is little no incentive to want to, when management of any kind makes more doing much less.

Cons

-working at this company sounds good, but because the company is constantly in turmoil/crisis/restructure mode, you will never complete any projects to add to your own resume -promotion process is scarily opaque and secretive even when you have met all the criteria for promotion and have good performance ratings. somehow people you have trained as interns can be at a higher pay band than you are. -petty coworkers/managers who don't develop themselves are too scared to share information for fear of being replaced -repetitive busy work: no one really does any engineering, years of this will make you unemployable without trying really hard to sell whatever silly, paper pushing function you previously had at Westinghouse -new projects are always around the corner with locations in unstable, poor regions of the world, said projects never actually materialize in the form of cash flow into the company -no innovation/new designs to roll out since the AP1000 technology was sold/stolen by the Chinese -very easy to get pigeonholed into a piddly function because mobility throughout the organization is dependent upon (can be stunted by) your managers approval. you will then be laid off after being determined redundant even though you have a broad skill set and utility in other areas of the company which are also doing rather poorly based on the reviews here -professional development makes people targets for removal because managers are old, close to retirement and indifferent to actual completion of projects, managers are the same people who built previous projects that went over budget and 10 years behind schedule e.g. Vogtle 1&2

Cons

- It is not about what you do, but who you know - Lay offs are coming - cost reduction efforts started after the Japanese disaster and have progressed down hill. They announced a 700 person layoff just yesterday, and no one is knocking on the door to buy a new multi billion dollar nuclear plant when so many other options are out there. - Some managers have been there for years and that is the only reason they are still there (it is not about ability) -Employee complaints are often ignored and unchecked, HR is ONLY out for the company and never the individual. If you do bring something up you are a target and should count your days. - Although they claim to be safety oriented, they do not always act that way. I am aware of several occasions that issues were brought up to senior management that were dismissed as no big deal and pushed under the rug. Probably because the plants they are building now are WAY over budget and not even close to being delivered on time. -Management is so layered that everyone thinks they should be involved, as a result it takes months to get anything done and 100s of people to review anything.

Cons

The management has changed things so quickly and cut funding to nearly everything that isn't part of the main project goals. The joke around the company is that they cut funding to order tissues and other office supplies, but they have no problem funding ridiculous 'training' programs, the latest of which is the 'Slip Simulator' where you strap into a harness and learn how to walk on slippery surfaces...really? They can fund that nonsense, but not conferences where we talk to our customers face-to-face? The company is being led by a bunch of metric-watchers and middle-managers who are completely useless and have no idea what goes on at a technical level underneath of them. As an engineer at this company, my business unit has 7 layers of management before something gets to the CEO. Granted, this is a global company, but when the CEO specifically mentions that he sees great things ahead for the company coming out of your group, you can expect that he only sees $$ signs and has never once talked to that group individually. Salaries are also extremely noncompetitive and HR refuses to do any sort of salary compensation. Since people are leaving, it's also very easy to become pigeonholed and stuck in your job without gaining experience.

Cons

-Buy a construction company and then exit the construction business? Did anyone actually evaluate the financials of this decision? CHECK? -corrupt hiring practices: post jobs for hours or a day or don't post jobs at all! and fill with a person that will just listen to whatever the VP/director wants them to do so that the VP/director does not feel threatened? Ask HR about this practice and just be told 'yeah we have room to improve'? CHECK -Structure the company so that first line people managers are not responsible for actually making money for the company? First line people managers will make up tasks to show their people are busy or justify hiring an additional unnecessary person? Or try to show they have a lot of work to do to redo a new plants calculation 20 times over again for no reason or a reason that could be written off? CHECK -promote people to Director or Manager roles that have no knowledge or education in the groups they are managing? DOUBLE CHECK -Employ more managers and directors than are really necessary and do not hold them accountable for actually making money for the company. Call them people managers and just make them check timesheets, training status, and badge in/out of the building times? CHECK -Employ useless meaningless positions where you are graded on walking around and asking people the status of their work products then reporting this status to 4-5 different people throughout the day, like being a human spreadsheet? CHECK -Foster condescending senior/middle/first line management that provides no contributions towards progress, asks questions to promote failure/roadblocks? -Appoint people that used to be managers to fellow engineer positions that do not have sufficient technical background? CHECK -declare bankruptcy, remove pension, merit pay increases? CHECK