KBR Leadership Employee Reviews
What do you like best about the leadership team?
Good and innovative, value people
Transparent and provide opportunities for growth. Leadership team is easily approachable
Their empathy and willingness to try new ideas
They execute well and keep work coming.
they are accessable and friendly
Review from Engineering Dept
They do not micro-manage me or my team.
Have great Vision and excellent forecast
Caring. Understanding. Knowledgeable. They are well versed in employment programs.
They are very communicative and transparent
To manage my tram and my personals and have a good job
Culture of embracing planet sustainability, diversity, and inclusion. Focused on high tech solutions for mission critical customers.
Leadership is great and manager is helpful
Review from Engineering Dept
the do a great job
The total teamwork we have amongst us!! one Team
Always available to answer questions
Their vision, culture of trust and accountability, and resilience
Communication and flow down is clear and concise
Review from Engineering Dept
They listen to what I have to say.
Experienced with company mission priority
KBR's leadership "vibe" is energizing, supportive, forward-looking and flexible. They all want the best solutions, but are not pre-conceived on how to develop or achieve those goals. They provide vision and direction, then engage their teams to chart the path.
What does the leadership team need to get better at?
Our leadership has gone far beyond authority to enforce rules and restrictions of their own making to include on an off post restrictions. Even ability to eat in dinning facilities. Its is like working in an unorganized dictatorship.
Toxic management and leadership traits. Low level of trust between employees and management.
Understanding the organization and how it really works.
Listening to rank-and-file employees. The world has moved on from the year 2009. Stop listening to yes-men cosplaying as technical experts and start paying attention to the industry.
The company is full of micromanagers and they get even promoted for their micromanagement. Top performers are leaving for the micromanagement. Managers do not have any technical knowledge to advise their people for career growth.
Remember the successes of the past