Textron Systems – We had some great products once, but ongoing underinvestment in people and product development mean we are now well behind the competition, with a staffing pool that is thinning in top talent. Paying below market rates hinders attracting new talent and so we find ourselves in a vicious spiral. | Comparably

Textron Systems – We had some great products once, but ongoing underinvestment in people and product development mean we are now well behind the competition, with a staffing pool that is thinning in top talent. Paying below market rates hinders attracting new talent and so we find ourselves in a vicious spiral.

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Textron Systems società ha sostenuto
Textron Systems is a part of Textron, a family of powerful brands that includes Bell, Cessna, Beechcraft, and E-Z-GO. We proudly serve the defense, government, and aerospace industries with a broad portfolio of products and services. Textron Systems specializes in manned and unmanned land, sea, and air vehicles; autonomy and control systems; test, training, and simulation; weapon systems; imagery and data analysis; and operations and logistics support. As a mid-sized company, we bring the agility to act decisively, along with the scale and support to create disruptive solutions for our customers and differentiating growth opportunities for our employees. leggi di più
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DIPENDENTE
PARTECIPANTI
320
Nominale
Complessiva
9261

We had some great products once, but ongoing underinvestment in people and product development mean we are now well behind the competition, with a staffing pool that is thinning in top talent. Paying below market rates hinders attracting new talent and so we find ourselves in a vicious spiral.

Che cosa deve fare il gruppo dirigente per migliorare?

Recognizing talent, stop playing favorites, fostering a team environment instead of a culture of blame and retribution, paying market rate.

Quali sono alcune delle cose migliori della tuo team?

At the tactical level we are all one big family, which is a good thing given the shortcomings of middle management. We keep each other sane.

Che cosa si deve cambiare affinché la cultura aziendale migliore?

Refocus from attributing blame to finding solutions. Change from continually rewarding the Chosen Few to rewarding those actually making a difference. Change from a siloed organization to a more inclusive, diverse, team based one. Less "us and them" and more "we"

Perché ti senti sottovalutato e che cosa ti farebbe sentire meglio con il tuo compenso?

Wages have fallen behind our competitors and HR is either not interested in keeping up, or they are using out of date/bogus data. We keep losing good people for higher wages elsewhere while our yearly pay rises do not even keep up with the cost of living.

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