Raytheon Technologies Environment Employee Reviews

There are always interesting things to learn and people to teach

Leadership listens and reponds. They remove obstacles.

They are attempting to make sure people can speak out about issues without repercusions.

Review from Business Development Dept

We get along well - not quite like a family, but close

Review from Engineering Dept

Employees try to be flexible in order to complete assignments.

being mission driven is important

At least everyone is in the same boat and equally upset with things

Review from Engineering Dept

Holding people accountable if they are a-holes.

Mission and Vision clear focus is amazing!

Good interaction among different groups and departments

Shift to hybrid remote options

They take the time to do the job right. They do not rush.

Collaboration within the team is great

Very collaborative culture. Lots if growth

The people are the crown jewel of the company. We must never forget we are able to be as successful as we have been because the great team supporting us.

Everyone is welcoming and cheerful

being able to work from home

Ability to speak up if you have an issue

Great people that are very smart

hi have been seeing this for quite soime tume

Company caring about a thing over profits

Org and IT need modernization

Leadership stop taking credit for the work of your team members. Promote for talent to retain talent. Recognize the accomplishments of your team members.

Review from Engineering Dept

Effective executive leadership is desperately needed and now

Human resources improvements and reconition

There has to stop being 10 managers for every person. Conflicting emails and notices about what should be done needs to change or stop. Employees should have the option to refuse overtime, not be forced because of their time they joined the company compared to others.

Eliminate the DE&I initiatives. While DE&I is absolutely a great thing, RTX has absolutely bungled it and created a situation where discrimination and high reward for poor performance (to close the gap created by merit based raises) is rampant.

The managers need training on how to become leaders. They manage, they don't lead.

Respect and value onsite employees

CEO and Leadership need to do what they say.

Get rid of people that are close to retirement and have told me they just don't care.

"The old white way is the only right way." "We've always done it this way" "So and so doesn't have a problem with it, why do you? " "It's not my fault. My stuff is fine." "We all know it's broken we don't have a charge number or funding to fix it." Cyber locks down the only way DT allows.

Compensation needs to get better and they need to promote their new engineers and help develop them in their respective fields.

New leadership that values employees, equipment that works, updated, clean environment instead of chatting with coworkers about another flood in the building.

It would help if the middle managers werent so cuthroat. I think there are too many layers of managers.

This is a boys club. Diversity and inclusion is a joke.

Get rid of dead weight and pay the people who perform.

The company must value female African Americans in the workplace.

More money, less interfering management.

Remove intimidation tactics and develop people reduce Extreme Employee turnover