Harris Corporation Employee Reviews

Intersesting technologies with poor organization and management at the high levels.

The Job Description I was given was incomplete, to put it mildly. Most of my time has been spent fixing rudimentary errors and creating powerpoints for reviews no one pays attention to instead of designing new things.

It's been good so far. Some days are slow with getting programs rewarded but my mentor has been helpful in giving me things to do when she can or helping me find areas to help work in.

Great design work and technology but lack of management and career development skills. Need leadership and project planning training.

Frequent communication flows down from leadership.

They are great all Round

They are nice and helpful people.

Collaboration, work ethics culture, educate , empower the team, engage

They need to consult engineering teams before making promises to customers.

Compensation for performing employees more than 2 to 3 percent raises. No PRP no bonuses, no stock options. Record profits and they have all excuses why they can't share it.

Senior leadership is focused on one thing - shareholders. Depending on your department, strategies are questionable at best.

Bonus is awesome and fair

Good coverage, simple, well documented benefits.

It comes with a lot.

If raises are not possible more than 3% than in the great years dont only pick the golden boys for bonuses, provide stock options to employees and incentives for them to feel appreciated for their work and impact in business. It takes a team to make a success not individuals.

Some high quality engineers and those willing to learn and contribute.

Dedicated, smart, hard working people who don't realize they could do a lot better elsewhere.

A really good group of people to be around.

Learn from mistakes and lessons learned. Use design reviews and senior people to catch design issues early.

Always offer opportunities to learn and develop

Everyone is well mannered and nice to each other.

Cleaner direction and organization in program execution. Commit to a framework that works and train employees to work in that framework.

Hold managers responsible for slipping schedule instead of requiring mandatory overtime to the tune of 20-25% more hours per week.

Appreciation of the people and compensation when great successes are met. Improve medical plans and offer secondary medical insurance to cover copays and deductibles for people with health issues.

Interview process is the same as other companies. Employees receive interview training.

1 interview, straight and to the point.

Don't really have to interview more than once.

Variety of people, technically challenging.

Flexibility and fun and understanding people to work with

Getting things done and learning.

Death by powerpoint. Outdated and extremely inefficient project planning and engineering/development methodologies. They need to hire consultants to fix their badly broken processes both in project management and engineering.

Better managers and manager training. No schedules are followed or reviewed.