Northrop Grumman Employee Reviews about "upper management"

Updated 29 Jul 2020

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3.8
76%
Recommend to a Friend
85%
Approve of CEO
Northrop Grumman CEO Kathy Warden
Kathy Warden
386 Ratings

Reviews about "upper management"

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  1. Helpful (2)

    "All the bureaucracy that comes with a big company"

    3.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Software Test Engineer in Melbourne, FL
    Recommends
    Positive Outlook

    I have been working at Northrop Grumman full-time for more than a year

    Pros

    Job security, flexibility to move within the company

    Cons

    No transparency with upper management, No reward for excellent performance

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  2. Helpful (4)

    "A failing company"

    2.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Software Engineer in Newport, RI
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    I worked at Northrop Grumman full-time for more than 10 years

    Pros

    The actual engineering group is a nice group of people.

    Cons

    The Newport office is the mistreated stepchild of Northrop, all the bureaucracy of a big company, none of the benefits. The management is terrible and just biding their time till they can retire. The company in general can't figure out what direction they want to go. They reorganize every couple of years, fire some upper management, then do it again a couple years later before they even have time to change anything.

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  3. Helpful (7)

    "Work-life balance non-existent"

    2.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Project Manager in Melbourne, FL
    Doesn't Recommend

    I worked at Northrop Grumman full-time for more than a year

    Pros

    Long walks from the parking lot.

    Cons

    If you do not have a family member in an upper management position, do not expect to be able to climb the corporate ladder.

  4. Helpful (2)

    "Great company!"

    5.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Electrical Engineer III in Melbourne, FL
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at Northrop Grumman full-time for more than 3 years

    Pros

    I like the 9/80 work week, my immediate managers are always wonderful, and there's always room for growth within the company!

    Cons

    Work always seems to come in waves. The work life balance will be solid for six months (but with not much to do), then six months of Extended Work Week. Also, upper management never seems to have much interest in the lower folk.

  5. "Great place to work"

    4.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Supply Chain in Dayton, OH
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at Northrop Grumman full-time for more than a year

    Pros

    Lots of ways you can move up if you work hard. Tons of experience for the industry. learn lean methods and use great inventory software. tons of working capital to accomplish missions. plenty of employee appreciation fun. family friendly events often.

    Cons

    not enough support from upper management. tight timelines. late nights and working on off days.

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  6. "Systems engineer"

    5.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Anonymous Employee 
    Recommends
    Positive Outlook

    I have been working at Northrop Grumman full-time

    Pros

    9/80 work schedule is very good

    Cons

    Communication from upper management to empolyees

  7. Helpful (5)

    "Lower your expectations."

    2.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Anonymous Employee 
    Recommends
    Positive Outlook
    No Opinion of CEO

    I have been working at Northrop Grumman full-time

    Pros

    Opportunities are vast and immense.

    Cons

    Groupthink and cliques in upper management will be the demise of this organization. Freethinkers or deviants should be wary of this culture, to ensure it's suitable for them. Work/Life balance is a myth...Work/life management is the undertaking of the employee only.

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  8. Helpful (16)

    "Diversity"

    1.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Logistics in Baltimore, MD
    Doesn't Recommend
    Positive Outlook
    No Opinion of CEO

    I worked at Northrop Grumman full-time for more than 8 years

    Pros

    You will always get your paycheck and your benefits.

    Cons

    They take the diversity thing way too extreme. Caucasian males and especially veterans will not advance to management. They review their employees on one scale that is made public to the employee. Then management have what they call a “9- square” review they also perform and they do not share this with even the employee. This square has all the employees under the manager listed in respective squares with 1 being basically not a good employee and 9 being “should be CRO” essentially. Then they have a diversity legend on the form. This diversity legend include 3 stars for a Caucasian female, 2 stars for a minority female, 1 star for a minority male and, you guessed it no stars for a Caucasian male. These stars are then placed in front of the employee names. This makes it so that upper management can see their “diversity” in their employees. The managers say they do not issue promotions based on this but it does not appear to be true to employees. This is why I chose to leave the company.

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  9. Helpful (19)

    "Age Discrimination is BLATANT!"

    2.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Baltimore, MD
    Doesn't Recommend
    Negative Outlook
    No Opinion of CEO

    I have been working at Northrop Grumman full-time for more than 10 years

    Pros

    It's difficult to give a positive review to a company that lacks understanding of their employees. Employees want to make a difference, but there are too many roadblocks for advancement for the baby boomers.

    Cons

    Upper management is driven by productivity to achieve their financial bonuses. Worker bees are told there's no money for raises. Benefits are cut across the board.

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  10. Helpful (8)

    "Pros and Cons - for junior engineers"

    3.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Anonymous Employee 
    Neutral Outlook
    No Opinion of CEO

    I have been working at Northrop Grumman full-time for less than a year

    Pros

    Good up-to-front, 1st year salary. Many good, experienced/senior engineers are available - great for learning through Q&A. Most of the time, IPT's are very experienced and quick to realize what is going on in the program. Lots of opportunities and resources to learn new skills and methods. Many programs available for you to get in. Once each program/contract ends, your manager usually helps you get into another program (depends on manager and/or your sector though). Good benefits - >>medical (value is declining over time, but still quite okay), >>DENTAL (especially great), >>vision, >>pension (have to stay in the company for 3 years, though), >>quite flexible and abundant PTO hours (3 weeks including 1 week off at the end of the year, and increases quite proportionally with length of stay at this company, but NO PAID SICK DAY), >>education support (have to stay in the company for 2 years since the date company pays for the class(es) in exchange) >>depending on your sector and your program, you might be granted a company laptop for you to work at home.

    Cons

    1. Lots of bureaucracy and mismanagement that often leads to program failure : >>Program management scared of reporting "bad news" to upper management and hide it until the program runs out of money - especially if they're the ones who caused trouble. >>Lack of diversity in program management section: management experienced in one or two discipline(s) only (the one(s) they've been working for their whole life...), thus they really lack full understanding of how the WHOLE SYSTEM works (sorry to say, but even interns and junior engineers can see it...). >>For fast-paced programs, too many unnecessary meetings and documentation requirement exist. >>For fast-paced programs, company is NOT willing to pay as much as they need and usually start TOO late. >>>Upper management has very unrealistic expectation - thinks engineering problems are very easy to solve (as if it can be done with a click of a button when there were not enough software for the engineers to use!! They also were not willing to pay for development of such software...). 2. LOTS of unethical behaviors not caught and not punished, because it was done one-on-one/privately and not left on paper. > These are real-time examples: >>Example 1, lots of managers look behind your back secretly when they pass by your desk/cubicle. For some of these managers, even less than a minute-long talk is not allowed. When they catch their employees talking for few seconds, they use that as an excuse to give you more work and less staff support for your team. This is especially apparent for tight-budget programs. >>Example 2, some managers make junior engineers to do certain thing in certain method with very short period of time and they announce it to whole program members (without the junior engineer's consent). If it turns out that the methodology is wrong, they blame on the junior engineer for doing it wrong AND out of time. The manager then lies to his functional manager (who is also the junior engineer's functional manager) when he talks with the functional manager in his room. The junior engineer could not blame him, because the manager only directed him/her verbally, not through email (usually takes too long to explain through email anyway). >>Example 3, a fellow junior engineer stole another junior, but more senior engineer's effort/work (to make himself look better to the manager) and always criticize more senior engineer in front of his/her manager (again, to make himself look better compared to more senior engineer). >>Example 4, a manager tells junior engineer during one-on-one end-of-year performance review that he/she has to work more "green time" in order to get highest score on performance review. The junior engineer is already overwhelmed (physically and mentally) with working overtime for his/her HIGHLY under-staffed section of program. Also, this is supposed to be illegal and the whole program contract is supposed to be terminated by the government if the government finds out about this. >>>FYI: The highest score yields only 3.0% to 3.5% increase in salary, which barely meets inflation. The score is only given to very few people among 100's of employees. 3. VERY HARD to get one level promoted - your level of expertise, your contribution, and length of stay does not matter. >>Company always find a reason to NOT increase junior engineer's salary, making the junior engineers to leave. >>Average salary increase rate is 2% - 2.5% per year for engineers - they can get at least 10% increase when they move to another company!!!!! >>>Even after hearing about these, the managers still don't understand why more experienced, but junior level, engineers (level 2 to 4) leave...

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