Northrop Grumman Corporation Leadership Employee Reviews
What do you like best about the leadership team?
Get leaner, demand more from support functions, figure out how to raise compensation
opportunities and chances. Priorities shift
Promotes collaboration and supporting our mission/customer.
They are transparent when it comes to telling their employees what is going on
politically correct in their communication
They listen to their employees most of the time.
More concerned with their internal customer.
They are authentic and competent.
The local leadership team is willing to listen to employees during monthly status meetings.
Professional, Knowledgeable, Open-minded and Trustworthy
Very good communication and mentoring
Willingness to help employees grow along with emphasis on career discussions even if it means they will lose you on their team. They genuinely seem like they just want you to succeed
Their willingness to encourage staff to take on as much as they can, go as far as they can.
Review from Engineering Dept
Leadership drove an innovative culture.
Leadership listens to their subordinates.
The can be pleasant when asked upfront about issues.
Open door policies and the invitation to be honest and open.
They try hard in getting us resources
Professional and accountable to the company mission being accomplished
Review from Engineering Dept
Local team leadership is amazing and work hard to take care of team members. However, once you get to the executice level all bets are off. Favoritism and politics become the status quo.
What does the leadership team need to get better at?
Caring and not micromanaging the employees
Listening to their employees goals
Teamwork and listening to employees
Bureaucratic. There is no hope for them.
Making hard decisions in a timely fashion
Promoting growth of employee, and compensating employee at the competitive rate when promoting from within.
Review from Engineering Dept
Providing clear guidance and incentives for an Agile adoption. Additionally, contracts need to be written for Agile execution, which also requires REMOVING old references to waterfall-style milestones
Making well informed decisions. Organizational skills lacking. Current leadership has no clue about embedded software and hardware development.
Review from Engineering Dept
They need to start valuing employees for their skills and contributions instead of only looking at budgets.
Review from IT Dept
To focus more on the gut of where all the performance is coming from (different depts, quality and the amount of work being done that higher ups take for granted). Upper management gets complacent.
respecting employees and providing career advancement
Review from Operations Dept
Valuing their employees over just running numbers
Review from IT Dept
treating people with respect ad courtesy
Review from Business Development Dept
Leadership is lacking. They tend to promote pure technical people instead of good leaders and managers. And, typically, pure technical experts are not great leaders. I would say that Boeing does a slightly better job at this, and even they are lacking in this category.
Review from Engineering Dept
Higher levels of management are willing to sacrifice people for profit. employees become numbers instead of actual humans. Willing to layoff and cut benefits/vacation/etc. in order to support multi-million dollar bonuses and report a net positive profit to the board
Understand employees, appreciate them
Review from IT Dept
The leadership is not in tune with the industry. They think they are competing with other contractors, but really it's the rest of tech ind.
Review from Engineering Dept
Leadership team needs to get better at everything, lot of inexperience
Adapting to modern processes, and diversity and Inclusion.