RTX reviews

There are so many that my sentences might not even make sense, so bear with me. Leadership/management seems to be more about individual gain at the expense of great workers versus supporting and espousing the company values, for which it seems only lip service is paid. Great employees with stellar backgrounds are easily lost in the mix, if not subliminally forced into resignation, simply because only those willing to suck up and do what is best for that leader, rather than what is best for the company. There seems to be a great problem with power struggles at all levels. It can be hard for most employees to navigate the "he said, she said" aspect of the company, and lacking in that knowledge in decision-making will land you on a hidden black list that will make it nearly impossible to get hired into another internal role. Many managers operate purely on their emotions and make it very clear to employees that if you are not serving only what they want, you might as well get out, which greatly hampers your ability to take advantage of the multitude of career opportunities they tout. Also, if you are not willing to just about give up your free time in support of any effort, that is used against you, as you are seen as not being as dedicated. This, however, is only applicable to those employees who are not protected by nepotism or some other reason. This company is also incredibly wasteful, highly unethical, and extremely inconsistent in its' application of rules/policies. Complete tyrant managers and senior leaders seem to be protected, which makes most employees more apt to take their crap rather than report them, despite what their "initiatives" try to push. The company then takes limited sample "anonymous" employee surveys that no one actually thinks is anonymous, and therefore only get "overwhelmingly great responses", which only further the "this is how we always do it" attitude. There are complete imbeciles given promotions, many into leadership, without any proven abilities and management tries to brainwash you into thinking these people are valuable when their actual work says otherwise. Oh, and if that work is not done right, they make sure the underlings fix it, or else their performance reviews will reflect that.They always love to make a great scapegoat out of lower level employees. The Performance development process is a complete sham, as they have already selected their stars long before rankings and ratings are done, and everyone who has gone thought it before knows that. Most employees just play the game and fill it out, but no one expects to get anything but a "meets". Unless you are on their extremely obscure "high potential" list, you are always going to be on the outside. I know multiple "high potential" employees that I would not trust with pouring water into a glass without messing it up. It also seems like our customer is starting to catch wind of the BS, which has resulted in alot more surveillance and second looks at items that was not the case previously. This has just led to increased time to get anything done, and more stress and pressure passed down the the worker bees.

The people are generally nice and helpful, but most of all keep to themselves with their work and socially. Relationships at work aren't ever really built up and business is the primary driver (which can be good and bad, but I think a little more balance would be good). The culture is what would be expected at any engineering company - a lot of the people are very very reserved when engaging at meetings or communicating with each other which makes understanding what to do very difficult. Unless directed so by someone higher than them, more often than not people would come off as reluctant to help. Middle management is pretty awful at guiding new hires in their jobs, they just expect you to sink or swim. There is a massive gap in knowledge between new hires and most of the existing employees, with a culture that seemingly suppresses any attempt to eliminate this great divide. Also, the structure for performance reviews is awful and is set up to fail unless you devote a significant amount of time 'bragging' to your superior about your accomplishments; you'd think such a large, successful corporation would have a more defined performance evaluation cycle in place that would lead people to success. Often times I can see people getting in a rut if they don't actively communicate work to their functional supervisors, and easily getting complacent with what they do. The program I am on is rife with politics which aggravates the hell out of me, but I've heard it's not as bad as other companies.