Textron Systems reviews about "manager"

Corporate red tape, lack of diversity, fast pace work environment, blame game/pointing of the finger/passing the buck mentality from the top down, which is extremely unfortunate when it comes to cultivating a culture of empowerment and developing future leaders; compensation needs to be more competitive, advancement can be a challenge depending on your manager, on the job training (sink or swim mentality) with no real structure training for new hires, depending on projects being worked, you are expected to work weekends (these cases are few, far and between, however)

Employees and atmosphere have cliques. Unfortunately these cliques are promoted and constitute mid/upper management. Be prepared for bi-annual layoffs (past decade). You can find better healthcare benefits other DoD Contractors as well as other Industry. Not a secure feeling working in any atmosphere whereby profits are first and foremost. High stress to the point of employees taking sick/illness or medical leave to deal with pressure. Long hours of working whereby commitment is questioned if not followed. Human Resource team is weak, they do not know or spend time with ALL employees.

Wide spread apathy and confusion over goals/best practices among many functional groups. Management was focused narrowly on cutting costs (caused many to leave for better pay) and backfilling with new hires right out of college (many later laid off to cut costs again), without training or tasking to support growth. Many of the competent, and even many incompetent, have left for better pay (+20%) or more balanced workload at other organizations in the region. Many groups suffer from boredom or are overworked due to uneven distribution of work and attention from management. Pay for new hires is not industry competitive and often barely meets or is below typical offers, with advancement pay gap widens compared to industry and "market adjustment" raises just barely bring people from well below to the bottom edge of average again. Many programs bringing in most of the money are already slated to be retired or finish productions with few upgrades or sustainment planned and their successors chosen that exclude the Textron offerings. Uncertainty lingers over whether attempts to break into new programs of record unrelated to previous cash cows will be successful or able to fully replace them . Slow advancement, some groups have a line based on seniority. Performance management is ineffective, virtually all personnel receive the same official rating and then are compared subjectively and unofficially for a slight increase in raise % or timeline for advancement, but is limited in proportion to size of group regardless of merit. Little formal guidance or process for on-boarding in most groups, stove-piped or tribal knowledge being lost is common. Most official processes are too dense and obscure to actually be implemented, disseminated, or found in a timely manner making the process groups that develop them almost irrelevant.

Deceptive hiring practices. Job descriptions do not match up to job you will actually be doing. They also tell you during hiring process after 6 months you would be considered for another position if applied for. You start, they find out it is a year to year and a half. Most managers have no leadership experience....they go through, what they call a "leadership development program" where all they do are different tasks in different areas of the company, and are given management positions. The part where this causes problems, is when you have a problem, no one knows how to step up to help fix it, even if it is their mistake. Lack of leadership in essence.

1. Awful COVID-19 response. People don’t feel safe coming into a poorly ventilated office, but management said that being on site was great for morale. They lie and lie to make themselves feel good. 2. Abusive managers! Belittling, name calling, and gaslighting are common practices. Better have these skills if you want to be a director. It also helps if you’re incompetent as well and know someone. 3. Pressure to exceed expectations can cause health problems, but guess what? No one cares. You don’t matter. I’ll say it again. You. Don’t. Matter.

Upper level management is only worried about the bottom line. They don't listen to their employees. Senior management cannot give clear a priority of needs. Company is in a constant state of panic trying to make everything happen all at once.

- Terrible COVID decision making - Executive leadership is terrible, profit-focused solely, little concern for well-being of employees - Few bonuses, difficult to achieve above average merit - Lack of diversity and poor attempts to improve it - Little transparency from leadership - No overtime pay for salaried employees except for "Extra Effort", which must be pre-approved, longer duration, and work for free for 5 hours a week - 5 year vesting for 401k - Exercise reimbursement is really only good for gym memberships - Intentionally disguise results of surveys

Poor morale, unhappy workers

All of the pros come from my time in program finance. I worked in the back office finance group and had the worst possible time. My manager was toxic who had unrealistic expectations with terrible training. Asking a question or assistance with the smallest thing was incredibly stressful. I almost had to quit multiple times due to stressed related physical issues. I recommend not working for accounting or any related accounting jobs. Additional cons: Below industry health insurance Can’t work from home in 2020 (really?)