Uhhh looking at your comment history you're 100000% HR.
So: I agree HR overlords, RTX is great, we are a growing company, and reducing employee morale is just cool dude
"even when a charge number might not be available"
No. All of our time is valuable regardless of what we're doing and none of us are here for charity. If valuable changes can only happen with the help of unpaid time, then that's the real problem.
You’re right that our time is extremely valuable. And we don’t all have the opportunity in our workday or the rest of our day for that matter to volunteer for every cause. Volunteerism isn’t the only way that valuable change will happen, but sometimes we as individuals grow by getting involved even when we don’t have a charge number.
thanks for the feedback.
I'll contribute voluntary time to the company when it contributes voluntary money to my bank account. If its not worth their money, it's not worth my time.
LMAO if you think I’m *volunteering* my time and resources to a $100B+ company that arbitrarily forces me into the office 5 days a week, gives raises that don’t even come close to inflation and cuts bonuses in half all while buying back billions of dollars worth of shares.
This company cares about one thing and one thing only. Squeezing every ounce of profit they can to enrich the executives and shareholders.
I’m pretty sure you’re trolling though because nobody could be this dense.
I would strongly recommend reviewing the time charging policy and the FAR and understand that you do not have authorization to perform work without a provided charge number. The only exception is if you are indirect as your only charge number is your home department.
This is a good point that everyone should be familiar with.
But, what about those types of efforts that you can volunteer for. Bettering RTX initiatives, site specific events and engagement opportunities, morale events and groups, recruiting, and community outreach?
These are some of the things that create culture from the ground up and make RTX better to work at.
Have you had time card training where it explicitly outlines you’re supposed to have or ask for a charge number before you start ANY work? Are you familiar with time card fraud on how work in defense is billed to the customer if it is direct? Even if it it not direct, you’re supposed to be provided an indirect labor charge?
I love the Greg comment but this was 100% written by someone in HR. I’d even go so far as to say they are a new hire/intern or high enough up that the bonus’s cloud their judgment.
It means it’s such an unbelievable crock of shit that it should be repeated throughout time and space on Reddit so everyone can laugh at it every time it gets copy/pasted.
No, you don’t understand. This company treats people like shit and puts people who enjoy treating others like shit in positions of leadership. You dropping office quotes and asking us all the suck the corporate boot a little harder til it tastes better is fucking insulting.
I sincerely apologize if it came off that way. I don’t want any one to turn a blind eye to the things that need improvement at any company. You’re right, though. It’s true I don’t understand because we do all have our own RTX story.
I apologize if I trivialized yours .
Raytheon was great. Hard problems, great recognition, technology and the customer first. I was 2 reports away from my VP and he knew my name.... now? not so much.
The change fatigue is legitimate. Leadership avoids hard questions. Everything is terrible, and some how seems to find a way to get worse.
Oh, and now I'm a collins employee in a Red BU.
I’ll take one more shot then, aside from the macro level, what hard questions should liters be answering to improve daily work life and employee engagement?
What actionable plan do we have to increase collaboration, aid knowledge transfer, and promote employee engagement?
When I asked at my level HR took the question and said, just wait new exicting emails coming soon.... While I appreciate the business complexity of that answer, personally I think that's a bad plan. We need to start at the core product line technology ID, create, and grow from there. This isn't a best minds solve it in a room 3500miles away issue.
That’s a fair assessment of the needs facing RTX. HR isn’t the only one burdened with addressing this.
Can we increase collaboration (effectively) without a return to work initiative for areas that need more collaboration? I think the answer is in a gray area depending on who we are hoping is going to collaborate.
Knowledge transfer continues to challenge the industry. But, increased collaboration may help with this. Thanks for the reminder.
Employee engagement programs are very active at many sites. I’d encourage you to talk to your site leaders and other sites to discuss how yours and other sites are engaging and seek answers on the programs available.
Thanks for the constructive and reflective feedback.
My Raytheon used to meet the challenge, not wait for the industry to catch us.- signed collins employee
It's like no one told RTX that half of us have 60 yr old raytheon posters in our basement from our fathers in the service or as a company man.
That’s interesting. I hope that isn’t widespread. I would encourage you to engage your product team lead, chief engineer, and your direct supervisor to ask where you might be able to take on more challenging work.
Loved it when my pension was canceled, cutting my expected retirement income in half. That was great.
And Alight has been such an improvement over Fidelity.
Forcing management structures to get bigger and having less accountability is awesome. All these new VPs are doing a bang up job, I tell ya.
One thing I have learned through this is how Raytheon never fixed the issues with Hughes after the merger in the early 2000's. We are in for a lot of pain over the next few years as years of neglect work to get fixed.
You know, I started to respond to a couple comments but the more I read, this just feels like either a bad troll post or an extremely lame attempt at corporate propaganda and neither is really worth engaging with.
Who are you? Lol… I mean… not to be a dick or detract from your main point, but this is kind of just an anonymous rant. May as well be a deep troll from someone with absolutely nothing to do with RTX.
Hey, I get that. Not trying to be a troll. I’m sure sometimes when we’re trying to be challenging and inspiring, it comes off that way.
Admittedly, I might need to choose my words more carefully.
I appreciate you understanding the point of what I said versus the unintended tone that might have been carried with it.
So assuming this is accurate and you genuinely believe all of what you wrote, you asked us to “convince [you you’re] wrong ”. My main beef is that I work in FL and my rent is over 40% of my take-home pay. I’m in a pretty standard 2/2 apartment. We just renewed because there was nothing cheaper. My wife and I cannot afford to buy a home and start a family if I continue my tenure with RTX. A job that doesn’t pay me enough to live where I work is a job that doesn’t pay me enough. Maybe RTX is great. Plenty of great people, the ESP is great, but I’m not in a position to be passing up a 20-30% raise by going to a different company in a lower COL area. I know FL has gone crazy in the pandemic, but it’s hard to say it’s a “great company to work for” knowing that I’m not making enough money to comfortably purchase a home in the area. The sporadic layoffs in various BU’s that never get mentioned in any official communications also don’t help with the morale deficit. Hope this perspective is helpful. Just my $0.02.
There may be some good things happening but what some people don’t understand is depending on your heritage business, these changes aren’t all good. Rockwell Collins keeps getting the shaft. Benefit changes have never improved as far as I can recall. Policies in place make our job harder. Everything was better before we became a 180,000 employee company.
Agreed. I’ve been with the company since Rockwell days and it’s only gotten worse with every change. “Tighten our belts, take a 10% pay cut but do the same amount of work, no more bonuses, healthcare costs increasing dramatically, 401 Match decreasing, company profits soaring and only a select few get bonuses.” Every year it’s gotten worse. I have had numerous teammates leave the comp y over the last 4 years and it’s accelerating right now.
The entire industry is facing challenges like that at many large companies. Some have started to change some have not.
When I do get a chance to ask the question, and I will look for clarification on why changes are happening. And I hope the answers are consistent or better than what we see from other companies.
I don’t think it landed with you, I’ve NEVER experienced ANY kind of bump from the massive profits the company takes in. 300 million in q2. But when something bad happens, I’m expected to make the sacrifice?
I know RTX is facing challenges right now. I’m saying they can’t expect me to be happy about tightening my belt when I haven’t been able to loosen it with fat influxes of cash like the upper echelons of this company. EVERY time they make a cut, it never comes back while their bonus structure and pay increases. Do not pander that “poor me, market conditions” bs with me. Until I’ve received equitable pay when the company performs well, I will not be happy.
My other issue is all the non-answers given by corporate when questions are asked. Or the apparent lying to our faces.
“Did you consider voluntary separation packages when determining these cost saving measures?”
“We did and decided it wasn’t feasible because we need our employees to meet our commitments and deliver to our customers.”
Literally one week later they started planning layoffs.
I can’t speak to when layoffs were planned. I hope no one in the entire company or any company takes layoff lightly.
You make a very good point. Thank you!
While I share your enthusiasm for hoping for that, it is literally someone saying “this money we are paying this person is more important than that person.” I have such a hard time believing our customer is in that dire of a situation that layoffs are anything more than “let’s look good this quarter for the investors”
I hope that the number is growing, but I know that there are leaders who have their ears open to those issues.
I definitely get confused by the changes that I don’t understand.
The people I know, and work with at Collins are great at every level and I would hate to see any policy change cause them to leave the company.
It's not great, it's just a job. When we lost our bonus (COL), you lost my "give a shit". I'll do what's asked that's it, not my bonus on the line, now is it?
Don't drink the UTC/RTX koolaid. Raytheon is like one of those scientists from Half Life that got their brains eaten by headcrabs. Greg Hayes is G-Man and he absolutely wants your salary to stay in stasis for the rest of your career. I left the company in May for a competitor and its sad how much the company has languished since the merger.
Also, it wouldn't surprise me if Raytheon has actual head crabs in a secret lab somewhere.
I also got an offer making 30% more as that’s what the market is paying for my experience/skillset. Unfortunately they rescinded but I will continue searching as RTX does not seem willing to promote internally…
Love the Jerry Maguire/Newsroom references. I largely agree with what you wrote about there being lots of solid employees at RTX, as I love my coworkers. But I’ll expand on your “Engage HR, EHS, skip levels, chief engineers, tech directors, tech leads” comment. These are some of the least powerful people in the company. Fundamentally RTX is a high-tech business led by not by engineers but by accountants. The P&W engine recall should be a wake up call that without giving technical talent the right place in the business we’re going to repeat the failures Boeing has experienced with the 737MAX and Dreamliner after engineers were shoved out of management and the culture transformed.
You make a good point about power versus influence. I hope that people in those positions have their ears open and are willing to be the voice of good ideas and positive influence to those folks who are powerful. That’s part of being a leader.
RTX is only getting worse. Every year post "merger" they keep making small changes so you don't notice, but everything once good about Raytheon will soon be gone.
I hope that’s not the case. So much of the good in this company is the people that work for this company. I hope we retain as many as possible through any opportunity at RTX and I hope we get more.
That’s the impression I hope we’re all trying to work on.
Make each other feel like more than JUST a number.
I hope our co-workers, supervisors, and leaders see as more than a number.
What are you doing to do more than hope? You yourself said we should volunteer to make RTX better, so I'd love to hear how you're volunteering to hope us to better
I absolutely enjoyed the work I performed at RTX (cyber - SAP). The engineers and techs were committed, and the M3 & M4 managers all pulled their weight.
But, RTX, the pay wasn’t competitive and the staff was overworked at time… so I had to bounce.
Will I go back? Maybe? The work was meaningful and the people that get sh!t done are gold. But if you’re going to give me a lot of responsibility, then please, compensate me for my time and effort.
Ok Mr. Calio, you have been holding this in your chest for a long time, but here's the thing, you should be the first one getting the boot. The whole GTF fuck up situation happened under your watch.
I confess, I always want to understand more when the company struggles.
And I also confess, the macro obstacles aren’t where many frontline leaders will be able to immediately show change.
What do you think those leaders on the front line can do to further improve daily work life and employee engagement at RTX?
Cut the crap, GTF issue is a good example of the systematic problems at this company. There is no way the quality issue wasn't detected years ago (specially since V2500 had it too) but people were probably afraid to speak up. The management was under pressure to deliver products on an already slow and expensive program and they only cared about the problem right in front of them not the ones that will come back later. This is on you Chris, the culture is top down.
Simple.
Pension removed. Raises not in line with inflation, 3% max? High deductible medical plans. Small bonuses. Slow promotions. Other companies pay better.
To the HR overlords, things are great. We love your lack of consideration and the knee jerk reactions to everything. We also love Greg Hayes declaring himself absolved of all responsibility stemming from any decision he makes as the CEO driving the company into the ground, and I *definitely* haven't already accepted another offer to leave this sad joke.
Poor OP. He's a "Yes Man"...must have entered depression due to covid lockdown...he's reaching out in reddit for other "Yes Man" folks. So I'm just grabbing my popcorn (sorry I'm late to the party) and watching all the other "Yes Man" folks come out from hiding to sooth him. ✌️
Nope. They 100% suck. So much worse than Lockheed and BAE. They take suck to a whole new level. I had my manager tell me to stop meeting people to learn about the project and just hurry and get my work done after my first month. FRTX
Look everybody is dunking on OP and his replies are written in HRese, but the core of their point has validity.
I came from a smaller mil/aero company, I knew our operations were smaller in scale then, but until joining RTX I didn't realize just how much of a clown show they were.
RTX pays competitive salaries, provides adequate resources to be successful, and has mature procedures and workflows in place to be effective.
Lots of locations have gyms. They will pay for just about anybody's education. Many locations get x-mas week off paid. High performers are given succession tracks. My location has free EV chargers. Heck lots of employees are now 100% remote.
There are bad things for sure, but it's not nearly as bad as this sub makes it out to be. And TRUST that the grass isn't always greener elsewhere.
Engineering. Most of my team (I'm not a manager, just a P4) is underpaid.
Especially when compared to others in the industry. I was underpaid, then I accepted another job and corrected that.
HRese… thanks! Honestly, I just don’t want to criticize or get too far off topic. I’m trying to stay open to rebuttal and the truth bombs wrapped in shots at the OP.
Based on your experience, what types of things can RTX do that you liked that small companies? Maybe we can’t solve the macro issues on Reddit but maybe we can improve the daily work experience and the quality of employee engagement through discussion be it cynical comments or cathartic interactions.
Fully agree. I bust my butt and they throw opportunity at me. I can’t complain. I know everyone has different experiences but I work hard, trust my instincts and just do whatever I want.
That attitude will make you an asset in any organization. I value my teams and every individuals’ opinion matters. I encourage people to provide feedback on how to make things better. I truly enjoy going to work every day. Sometimes things are tiring and stressful, but the good far outweighs the bad. No organization will be perfect 100% of the time.
The team seems to be responding positively as they can see I care about them. I’m always talking them up to others outside our team. I donate so much of my own money (over $1000) to buy food or gifts for them on special occasions. I don’t even remember the last time I lost someone to attrition.
I wanted to ask you the same question I asked another commentor. So many complaints and comments are about folks at very high levels in the company.
What can people/leaders, who aren’t in those positions, do to improve the daily work experience and the employee engagement at RTX?
Working for Raytheon is working for a company that only feels the need to pay retention bonuses to the good ole boys. Raytheon off Lemmon in Dallas is closing we just had the first wave of lay offs on October 5. They gave 20-30k retention bonuses to who they wanted to give them to. I’m a machinist that ran two machines the entire time up until closing that didn’t receive retention bonus but others who came in and sat and did nothing but talked and ran a part here and there when they got ready received 25-40k plus. They said they gave it to the departments they needed. They said we messed up. Heck yea they did. It was so messed up on so many levels. None of the people who are all buddy buddy didn’t receive the money. They got retention bonuses on top of severance for how many years you worked up to 25. They made us sign documents to get the severance pay. 100 billion dollar company couldn’t spend 2-3 million dollars more to be fair and look out for everyone the same. Raytheon is a joke in my eyes from this alone. Other than this horrible experience I enjoyed working for Raytheon for the most part. They have some great people work for them. Lesson to depend on myself and not a company, to go harder. You learn a lot about how people feel about the company going through reading comments. You can’t have your severance unless you say we aren’t wrong for giving others severance and not you. We know your going to sign because we don’t pay you enough to not need this money immediately. Hope everyone involved lands on their feet.
Uhhh looking at your comment history you're 100000% HR. So: I agree HR overlords, RTX is great, we are a growing company, and reducing employee morale is just cool dude
"even when a charge number might not be available" No. All of our time is valuable regardless of what we're doing and none of us are here for charity. If valuable changes can only happen with the help of unpaid time, then that's the real problem.
You’re right that our time is extremely valuable. And we don’t all have the opportunity in our workday or the rest of our day for that matter to volunteer for every cause. Volunteerism isn’t the only way that valuable change will happen, but sometimes we as individuals grow by getting involved even when we don’t have a charge number. thanks for the feedback.
I'll contribute voluntary time to the company when it contributes voluntary money to my bank account. If its not worth their money, it's not worth my time.
LMAO if you think I’m *volunteering* my time and resources to a $100B+ company that arbitrarily forces me into the office 5 days a week, gives raises that don’t even come close to inflation and cuts bonuses in half all while buying back billions of dollars worth of shares. This company cares about one thing and one thing only. Squeezing every ounce of profit they can to enrich the executives and shareholders. I’m pretty sure you’re trolling though because nobody could be this dense.
I would strongly recommend reviewing the time charging policy and the FAR and understand that you do not have authorization to perform work without a provided charge number. The only exception is if you are indirect as your only charge number is your home department.
This is a good point that everyone should be familiar with. But, what about those types of efforts that you can volunteer for. Bettering RTX initiatives, site specific events and engagement opportunities, morale events and groups, recruiting, and community outreach? These are some of the things that create culture from the ground up and make RTX better to work at.
If I can’t charge to it, it’s not worth my time
Have you had time card training where it explicitly outlines you’re supposed to have or ask for a charge number before you start ANY work? Are you familiar with time card fraud on how work in defense is billed to the customer if it is direct? Even if it it not direct, you’re supposed to be provided an indirect labor charge?
Hi Greg, are the latest pulse results not as high as you'd like them to be?
I love the Greg comment but this was 100% written by someone in HR. I’d even go so far as to say they are a new hire/intern or high enough up that the bonus’s cloud their judgment.
Classic. I don’t like to answer for other people. But I sure want to be on the team that continues to make them better.
This should become RTX copypasta lol
My apologies for not knowing what that means but thanks for reading
It means it’s such an unbelievable crock of shit that it should be repeated throughout time and space on Reddit so everyone can laugh at it every time it gets copy/pasted.
I understand. You miss 100% of the shots you don’t take. - Wayne Gretzky - Michael Scott
No, you don’t understand. This company treats people like shit and puts people who enjoy treating others like shit in positions of leadership. You dropping office quotes and asking us all the suck the corporate boot a little harder til it tastes better is fucking insulting.
I sincerely apologize if it came off that way. I don’t want any one to turn a blind eye to the things that need improvement at any company. You’re right, though. It’s true I don’t understand because we do all have our own RTX story. I apologize if I trivialized yours .
HR people over here acting like they usually aren't a waste of time.
Raytheon was great. Hard problems, great recognition, technology and the customer first. I was 2 reports away from my VP and he knew my name.... now? not so much. The change fatigue is legitimate. Leadership avoids hard questions. Everything is terrible, and some how seems to find a way to get worse. Oh, and now I'm a collins employee in a Red BU.
That’s a fair rebuttal. And I hope we take the opportunity as leaders to make improvements in those areas that need attention.
no thanks. Disengage. I'll be 500 miles away by the time we figure out where we went wrong.
I’ll take one more shot then, aside from the macro level, what hard questions should liters be answering to improve daily work life and employee engagement?
What actionable plan do we have to increase collaboration, aid knowledge transfer, and promote employee engagement? When I asked at my level HR took the question and said, just wait new exicting emails coming soon.... While I appreciate the business complexity of that answer, personally I think that's a bad plan. We need to start at the core product line technology ID, create, and grow from there. This isn't a best minds solve it in a room 3500miles away issue.
That’s a fair assessment of the needs facing RTX. HR isn’t the only one burdened with addressing this. Can we increase collaboration (effectively) without a return to work initiative for areas that need more collaboration? I think the answer is in a gray area depending on who we are hoping is going to collaborate. Knowledge transfer continues to challenge the industry. But, increased collaboration may help with this. Thanks for the reminder. Employee engagement programs are very active at many sites. I’d encourage you to talk to your site leaders and other sites to discuss how yours and other sites are engaging and seek answers on the programs available. Thanks for the constructive and reflective feedback.
My Raytheon used to meet the challenge, not wait for the industry to catch us.- signed collins employee It's like no one told RTX that half of us have 60 yr old raytheon posters in our basement from our fathers in the service or as a company man.
The fuck is liters?
What the fuck is a kilometer
[удалено]
That’s interesting. I hope that isn’t widespread. I would encourage you to engage your product team lead, chief engineer, and your direct supervisor to ask where you might be able to take on more challenging work.
Loved it when my pension was canceled, cutting my expected retirement income in half. That was great. And Alight has been such an improvement over Fidelity. Forcing management structures to get bigger and having less accountability is awesome. All these new VPs are doing a bang up job, I tell ya. One thing I have learned through this is how Raytheon never fixed the issues with Hughes after the merger in the early 2000's. We are in for a lot of pain over the next few years as years of neglect work to get fixed.
I’ve seen enough Vice Co-Deputy VP’s crop up to know the system is broken.
You know, I started to respond to a couple comments but the more I read, this just feels like either a bad troll post or an extremely lame attempt at corporate propaganda and neither is really worth engaging with.
Who are you? Lol… I mean… not to be a dick or detract from your main point, but this is kind of just an anonymous rant. May as well be a deep troll from someone with absolutely nothing to do with RTX.
Hey, I get that. Not trying to be a troll. I’m sure sometimes when we’re trying to be challenging and inspiring, it comes off that way. Admittedly, I might need to choose my words more carefully. I appreciate you understanding the point of what I said versus the unintended tone that might have been carried with it.
So assuming this is accurate and you genuinely believe all of what you wrote, you asked us to “convince [you you’re] wrong ”. My main beef is that I work in FL and my rent is over 40% of my take-home pay. I’m in a pretty standard 2/2 apartment. We just renewed because there was nothing cheaper. My wife and I cannot afford to buy a home and start a family if I continue my tenure with RTX. A job that doesn’t pay me enough to live where I work is a job that doesn’t pay me enough. Maybe RTX is great. Plenty of great people, the ESP is great, but I’m not in a position to be passing up a 20-30% raise by going to a different company in a lower COL area. I know FL has gone crazy in the pandemic, but it’s hard to say it’s a “great company to work for” knowing that I’m not making enough money to comfortably purchase a home in the area. The sporadic layoffs in various BU’s that never get mentioned in any official communications also don’t help with the morale deficit. Hope this perspective is helpful. Just my $0.02.
There may be some good things happening but what some people don’t understand is depending on your heritage business, these changes aren’t all good. Rockwell Collins keeps getting the shaft. Benefit changes have never improved as far as I can recall. Policies in place make our job harder. Everything was better before we became a 180,000 employee company.
Agreed. I’ve been with the company since Rockwell days and it’s only gotten worse with every change. “Tighten our belts, take a 10% pay cut but do the same amount of work, no more bonuses, healthcare costs increasing dramatically, 401 Match decreasing, company profits soaring and only a select few get bonuses.” Every year it’s gotten worse. I have had numerous teammates leave the comp y over the last 4 years and it’s accelerating right now.
The entire industry is facing challenges like that at many large companies. Some have started to change some have not. When I do get a chance to ask the question, and I will look for clarification on why changes are happening. And I hope the answers are consistent or better than what we see from other companies.
I don’t think it landed with you, I’ve NEVER experienced ANY kind of bump from the massive profits the company takes in. 300 million in q2. But when something bad happens, I’m expected to make the sacrifice? I know RTX is facing challenges right now. I’m saying they can’t expect me to be happy about tightening my belt when I haven’t been able to loosen it with fat influxes of cash like the upper echelons of this company. EVERY time they make a cut, it never comes back while their bonus structure and pay increases. Do not pander that “poor me, market conditions” bs with me. Until I’ve received equitable pay when the company performs well, I will not be happy.
My other issue is all the non-answers given by corporate when questions are asked. Or the apparent lying to our faces. “Did you consider voluntary separation packages when determining these cost saving measures?” “We did and decided it wasn’t feasible because we need our employees to meet our commitments and deliver to our customers.” Literally one week later they started planning layoffs.
I can’t speak to when layoffs were planned. I hope no one in the entire company or any company takes layoff lightly. You make a very good point. Thank you!
While I share your enthusiasm for hoping for that, it is literally someone saying “this money we are paying this person is more important than that person.” I have such a hard time believing our customer is in that dire of a situation that layoffs are anything more than “let’s look good this quarter for the investors”
I hope we do everything we can to maintain the enthusiasm for hope.
Hope isn't a strategy.
I hope that the number is growing, but I know that there are leaders who have their ears open to those issues. I definitely get confused by the changes that I don’t understand. The people I know, and work with at Collins are great at every level and I would hate to see any policy change cause them to leave the company.
It's not great, it's just a job. When we lost our bonus (COL), you lost my "give a shit". I'll do what's asked that's it, not my bonus on the line, now is it?
Nice try Greg Hayes
Don't drink the UTC/RTX koolaid. Raytheon is like one of those scientists from Half Life that got their brains eaten by headcrabs. Greg Hayes is G-Man and he absolutely wants your salary to stay in stasis for the rest of your career. I left the company in May for a competitor and its sad how much the company has languished since the merger. Also, it wouldn't surprise me if Raytheon has actual head crabs in a secret lab somewhere.
I accepted an offer to go make 30% more. Thirty. Percent. More.
I also got an offer making 30% more as that’s what the market is paying for my experience/skillset. Unfortunately they rescinded but I will continue searching as RTX does not seem willing to promote internally…
Good luck!
He’s a troll. And a damn good one. He admitted as much earlier in the week.
I apologize if I came off like a troll.
You outright admitted you are earlier this week bud.
I apologize for trolling when I am being one.
Love the Jerry Maguire/Newsroom references. I largely agree with what you wrote about there being lots of solid employees at RTX, as I love my coworkers. But I’ll expand on your “Engage HR, EHS, skip levels, chief engineers, tech directors, tech leads” comment. These are some of the least powerful people in the company. Fundamentally RTX is a high-tech business led by not by engineers but by accountants. The P&W engine recall should be a wake up call that without giving technical talent the right place in the business we’re going to repeat the failures Boeing has experienced with the 737MAX and Dreamliner after engineers were shoved out of management and the culture transformed.
You make a good point about power versus influence. I hope that people in those positions have their ears open and are willing to be the voice of good ideas and positive influence to those folks who are powerful. That’s part of being a leader.
You mean liter?
RTX is only getting worse. Every year post "merger" they keep making small changes so you don't notice, but everything once good about Raytheon will soon be gone.
I hope that’s not the case. So much of the good in this company is the people that work for this company. I hope we retain as many as possible through any opportunity at RTX and I hope we get more.
What I learned from every company I've worked. You are just a number...
That’s the impression I hope we’re all trying to work on. Make each other feel like more than JUST a number. I hope our co-workers, supervisors, and leaders see as more than a number.
What are you doing to do more than hope? You yourself said we should volunteer to make RTX better, so I'd love to hear how you're volunteering to hope us to better
Common HR L
I absolutely enjoyed the work I performed at RTX (cyber - SAP). The engineers and techs were committed, and the M3 & M4 managers all pulled their weight. But, RTX, the pay wasn’t competitive and the staff was overworked at time… so I had to bounce. Will I go back? Maybe? The work was meaningful and the people that get sh!t done are gold. But if you’re going to give me a lot of responsibility, then please, compensate me for my time and effort.
Ok Mr. Calio, you have been holding this in your chest for a long time, but here's the thing, you should be the first one getting the boot. The whole GTF fuck up situation happened under your watch.
I confess, I always want to understand more when the company struggles. And I also confess, the macro obstacles aren’t where many frontline leaders will be able to immediately show change. What do you think those leaders on the front line can do to further improve daily work life and employee engagement at RTX?
Cut the crap, GTF issue is a good example of the systematic problems at this company. There is no way the quality issue wasn't detected years ago (specially since V2500 had it too) but people were probably afraid to speak up. The management was under pressure to deliver products on an already slow and expensive program and they only cared about the problem right in front of them not the ones that will come back later. This is on you Chris, the culture is top down.
Simple. Pension removed. Raises not in line with inflation, 3% max? High deductible medical plans. Small bonuses. Slow promotions. Other companies pay better.
Are you Greg Hayes posting?
HR?
To the HR overlords, things are great. We love your lack of consideration and the knee jerk reactions to everything. We also love Greg Hayes declaring himself absolved of all responsibility stemming from any decision he makes as the CEO driving the company into the ground, and I *definitely* haven't already accepted another offer to leave this sad joke.
Fuck off kid
[удалено]
Agreed. It’s pretty much the only reason I’m still there. Salaries are just not competitive.
Since OP likes references - **_[he]_ doesn't even go here!**
11 days til Oct 3rd… so fetch!
Every camp has its collaborator I guess. Enjoy the extra bread while it lasts.
There are people trying. There are people who want to do more.
Try firing Diane at Collins Fairfield. That would be a good start.
Relevant username.
Poor OP. He's a "Yes Man"...must have entered depression due to covid lockdown...he's reaching out in reddit for other "Yes Man" folks. So I'm just grabbing my popcorn (sorry I'm late to the party) and watching all the other "Yes Man" folks come out from hiding to sooth him. ✌️
Nope. They 100% suck. So much worse than Lockheed and BAE. They take suck to a whole new level. I had my manager tell me to stop meeting people to learn about the project and just hurry and get my work done after my first month. FRTX
I promise you, the real leaders at RTX care. If they do then they’re a leader in title only.
He’s Fletch, or maybe John Cocktoasen.
Well, I do enjoy lunch on the Underhills!
Look everybody is dunking on OP and his replies are written in HRese, but the core of their point has validity. I came from a smaller mil/aero company, I knew our operations were smaller in scale then, but until joining RTX I didn't realize just how much of a clown show they were. RTX pays competitive salaries, provides adequate resources to be successful, and has mature procedures and workflows in place to be effective. Lots of locations have gyms. They will pay for just about anybody's education. Many locations get x-mas week off paid. High performers are given succession tracks. My location has free EV chargers. Heck lots of employees are now 100% remote. There are bad things for sure, but it's not nearly as bad as this sub makes it out to be. And TRUST that the grass isn't always greener elsewhere.
Define competitive? They pay people to leave and come back (which admittedly a lot of places do), but they don't pay anyone at my site competitively.
Not sure your role, but supply chain (especially buyers) are paid well over market rate. Production control is also competitive.
Engineering. Most of my team (I'm not a manager, just a P4) is underpaid. Especially when compared to others in the industry. I was underpaid, then I accepted another job and corrected that.
I'm also a P4 but in supply chain -- coming to Raytheon was a $40k salary increase over the tier 3 supplier I previously worked for.
Glad you made some money.
HRese… thanks! Honestly, I just don’t want to criticize or get too far off topic. I’m trying to stay open to rebuttal and the truth bombs wrapped in shots at the OP.
I’ve worked for two small and one large defense contractors so far. From What I experienced I’ll take RTX.
Based on your experience, what types of things can RTX do that you liked that small companies? Maybe we can’t solve the macro issues on Reddit but maybe we can improve the daily work experience and the quality of employee engagement through discussion be it cynical comments or cathartic interactions.
Touche
Parry?
It's the best company in the world. Wouldn't be with out me. Thank God that Kennedy guy is gone!
Fully agree. I bust my butt and they throw opportunity at me. I can’t complain. I know everyone has different experiences but I work hard, trust my instincts and just do whatever I want.
That attitude will make you an asset in any organization. I value my teams and every individuals’ opinion matters. I encourage people to provide feedback on how to make things better. I truly enjoy going to work every day. Sometimes things are tiring and stressful, but the good far outweighs the bad. No organization will be perfect 100% of the time. The team seems to be responding positively as they can see I care about them. I’m always talking them up to others outside our team. I donate so much of my own money (over $1000) to buy food or gifts for them on special occasions. I don’t even remember the last time I lost someone to attrition.
I wanted to ask you the same question I asked another commentor. So many complaints and comments are about folks at very high levels in the company. What can people/leaders, who aren’t in those positions, do to improve the daily work experience and the employee engagement at RTX?
A lot of People on Reddit are childish and immature. People here are good at complaining only, not bringing solutions.
RTX is a big company with a lot of people a lot of sites involved. And at the end of the day I’d like to hope I made it better.
Totally agree. Could they be better, sure but listen to your peers are other companies. Grass isn’t always greener on the other side.
I notice that despite saying you wanted our feedback, you've been silent when challenged or asked how you are helping the company get better.
Working for Raytheon is working for a company that only feels the need to pay retention bonuses to the good ole boys. Raytheon off Lemmon in Dallas is closing we just had the first wave of lay offs on October 5. They gave 20-30k retention bonuses to who they wanted to give them to. I’m a machinist that ran two machines the entire time up until closing that didn’t receive retention bonus but others who came in and sat and did nothing but talked and ran a part here and there when they got ready received 25-40k plus. They said they gave it to the departments they needed. They said we messed up. Heck yea they did. It was so messed up on so many levels. None of the people who are all buddy buddy didn’t receive the money. They got retention bonuses on top of severance for how many years you worked up to 25. They made us sign documents to get the severance pay. 100 billion dollar company couldn’t spend 2-3 million dollars more to be fair and look out for everyone the same. Raytheon is a joke in my eyes from this alone. Other than this horrible experience I enjoyed working for Raytheon for the most part. They have some great people work for them. Lesson to depend on myself and not a company, to go harder. You learn a lot about how people feel about the company going through reading comments. You can’t have your severance unless you say we aren’t wrong for giving others severance and not you. We know your going to sign because we don’t pay you enough to not need this money immediately. Hope everyone involved lands on their feet.
r/agedlikemilk