Pros
Great benefits, Dedicated hard working employees.
Cons
Massive lack of valuing the “workforce”. We have lost the focus of making this a family away from your family. We spend more time with our co-workers than our actual families. (Especially now that people are expected to work 50/60yhrs a week, while being compensated for 40). 10 years ago (Prior to GE’s interests and Allied Signal’s purchase) We were a family oriented business that people looked forward to serving 30-40 years and retiring from. Now we are a company that people can’t wait to find something better. It is made clear (By Sr. Leadership) that if you want to be compensated fairly, you will need to leave. We fail to invest in our people on the hopes that they will serve us loyally for their entire career. Failing to understand that hiring new employees to replace the high talent that leave for greener pastures costs a great deal of money, time, and greatly affects our ability to serve our customers (negatively) HR is there to protect Honeywell, not the people. Outsourcing, and reductions in force; I am not talking about India and China here, there is a need to have diversity and coverage globally. However, years ago Honeywell manufactured the best Avionics in the industry and had an outstanding global support force. Now we are more interested in saving $10 a card or box that we can have some other business or country manufacture for us. Problem here is that we lose quality control of that product and it ends up costing us millions when they fail to perform at what we have guaranteed our customers they will. Our world class global support has been cut to the bone forcing Avionics and Mechanical FSE’s to perform as “nose to tail” FSE’s.. Customers are not impressed. We are told to tell customers this is in an effort to be “Best in Class” (BIC) a term that most customers will tell you we “WERE” BIC prior to our re-org.. Leadership and its decisions are focused on two things and two things only; Stock performance, and Shareholder satisfaction. Customer and Employee satisfaction are distant after thoughts,.. In that order. Decissions and investments are focused on the short term vision,.. what will effect Stock performance and Shareholder satisfaction TODAY.. Until we realize that Stock performance and Shareholder satisfaction are byproducts of Customer and Employee satisfaction we will continue to be mediocre at best. Most of the workforce is grossly under paid, some in excess of $25,000 below the lower range of recommended salary ranges and what competitors are paying And finally, our performance management process is broken badly. We are forced to differentiate our employees by a “numerical distribution” HR, Legal and Sr. Leadership will tell you that this is not the case. I am here to tell you it most definitely is.. We are forced in many cases to rate some of our high performers as mediocre, and even worse our “Steady Eddies” as low performers.. In order to hit our pre determined “numerical distribution” So much so that managers are being told that you will not differentiate your employees, you will be “differentiated” Until our executives understand that bonuses of up to 500 times the average salaries of their engineering force (Who by the way do not get ANY bonus) we will never be "Best in Class".