General Dynamics Land Systems reviews

Management at GDLS only has an extremely vague concept of a basic idea of what they want but their expectation is that you, as the employee, will magically determine their requirements and give them exactly what they want…and do it under schedule, with no budget, and zero defects. Then, even if you do manage to meet their expectation, they will chastise and berate you for anything…including doing a good job. And after everything is all said and done, they never use or implement it because it wasn’t what they really needed…then blame you again for not doing it right the first time. Integrity is considered one of GDLS’s ‘core values’ however, the actual culture there doesn’t really values it at all and employees are…“ahem”…“nudge nudge, wink wink”…discouraged from using it. The senior leadership (VP and above) have no clue what is really going on at the ground floor level of the organization. The workers on the ground floor find issues and concerns that need to be addressed…things that could potentially impact the entire organization. However, when brought up to their direct management it is either not considered an ‘issue’ and swept away or the manager starts to play the telephone game. In playing the telephone game the manager takes it to his/her boss (normally without all the facts) and puts their own spin on it so they don’t look like it’s their fault…and then it continues up the chain like that. By the time the “this is crap” message from the worker hits the VP level it has been spun into a message of “aiding growth” so senior leadership thinks we’re on track and growing when in reality the workers are just up to their eyeballs in dung.

There appeared that promotions came about by tenure and not by acheivement. There was often decision/guidence from senoir management that support end of year bonus and not the long term growth of the company