428 reviews from employees
428 employees rated this employer with an average of 2.8 points on a scale from 1 to 5.
141 employees recommended the employer in their reviews. The employer was not recommended in 269 reviews.
428 employees rated this employer with an average of 2.8 points on a scale from 1 to 5.
141 employees recommended the employer in their reviews. The employer was not recommended in 269 reviews.
Payment was not that bad
Management culture and decision making, specially for furloughs and layoffs
Make proper evaluations and value your employees!!!!!!!! Forget about short term money if you want to be well positioned for the future. Don't be so greed!!!!!
Culture? They are always in a culture change process that never ends
Needs urgent attention
Almost not present. All they care is about the numbers and overwork people is almost a rule
Put a lot of effort and hours to become your best and you will get a Performance Improvement Plan. that means three miserable months of extra work and a full year without a chance to grow by moving internally. Missed 30+ opportunities to move to a better position thanks to the judgement of my then manager. Promotions??? 4 years and always received excuses. Thanks manager for helping in my development!
fourth positive point
It is almost sure that overtime will be necessary and all you receive is a miserable block 5 evaluation with 1-2% merit increase (that if your manager consider you don't deserve a Performance Improvement Plan)
Tried more than 30 times to move internally and never got a chance
third positive point
fifth positive point
My only really good experience there
Just the second positive thing I have to recognize to them
Management doesn't care about how much effort you put in. They evaluate you based on the "Nine behaviours" and not on actual performance. Performance Improvement Plans based on this are the norm and a good excuse for not promoting you or allow you to move internally
Stressful!!!!! specially in Aero Repair and Overhaul. Every day you will reach new levels of high blood pressure
Same work always, usually new hires get the more challenging / interesting tasks
That doesn't exists!!!!! every year there is a round of furloughs and layoffs even if results for the quarter are positive
Horrible. Site leadership communicate at the last minute
Good for women that almost always receive the better opportunities (at least in the site I was)
Independently if that means give the manager whatever nonsense thing he/she asked for
The friends I have made over the years.
Get rid of leadership in Phoenix company has been going downhill since new ISC leader who has now been promoted to president of aerospace. Time to find a new company to work for. Gave 25 years of my life to Honeywell but no more. Not the same company.
Talk a good game on TV but no respect for employees. Leadership gets MIPs and typical employee is told economy is tough and no raises.
Expected to work 24/7 with no resources. The quality team has been decimated over the past few years and compliance to requirements is not being followed.
If you stick around long enough since everyone else will get payed off.
Seems to be ok.
I have seen women get promoted to same position as men, have same responsibility’s but considerably less pay.
Talks a good game but will only put money into facilities if absolutely necessary. Capital investment is very low. Probably why roof caved in a few years ago. Took cheap way of repairing.
Use to feel safe but not with COVID and since roof cave in.
Not valued seen as liability due to cost.
Just keep cutting heads in the name of making the quarter.
Expected to do more with less.
Constant furloughs and RIFs
Women are paid less than men.
Need to find ways to get things done since no real processes and resources have been taken away. All about the buck at any cost.
You have to spend money to retain talent. There is no comparison between Honeywell and the Lockheeds, Raytheons, Northrops and Boeings of the world. Or, since Honeywell wants to be a software company, between the Microsoft and Googles of the world. It is laughable to even attempt to compare Honeywell to any of those companies, that's how bad they are. Suggestions for improvement will fall on deaf ears, unless it saves the company money.
As many have mentioned, the culture is very toxic and authoritarian in nature. Executives make it clear to employees that they are replaceable and should stay in line if they don't want to be fired. The rub is that, unless you've become chummy with a senior leader,doing what you're told is no protection from being RIF'd or fired without cause. Also, employees are told what to do and do not have a seat at the table in any decisions effecting their work. Even if the decision makers have no knowledge of the work their employees actually do.
Internally Honeywell is not perceived or experienced as a good company to work for. Employee satisfaction scores are abysmal. Externally, they are perceived as a good company with strong stock prices. The external perception is all that matters to Honeywell and they go to great lengths to protect it such as soliciting fake positive reviews on glassdoor.
There was a general disrespect for employee's personal time and home lives. Visit layoff.com and read some of the very consistent reviews there about work/life balance, especially as it relates to mandatory unpaid overtime. Yes, even in finance. The expectation was a minimum of 48 hours/week, eight of those hours unpaid.
Absolutely no defined career path was ever discussed. In fact, I was encouraged to stay in one job for much longer than I thought beneficial for my health or career and was actively prevented from rotating.
Gross pay was good, but when adding in the value of unpaid OT, awful health benefits, absence of annual bonus/profit sharing and the inability to work from home my total compensation was WELL below market.
A key indicator of the commitment to diversity at a company can be determined by reviewing diversity in leadership. Honeywell is sorely lacking in this area, but when you can't retain talent this is the outcome.
Only if they're forced.
Depends on your team. The team I left was led by someone with no background or aptitude for the position he was in, which was definitely an interesting position for me to be in. Cross-functional teams seldom worked well together due to lack of understanding of each team's function. The misunderstanding was most often due to lack of training and often due to employees without a fundamental understanding of finance. Finance at Honeywell is definitely NOT world class, not because of bad employees but because of leadership.
As with most corporations older more expensive employees are usually the first to go.
My managers were either micro-managers or completely overwhelmed and hands off. There were no discussions on career path, only on current responsibilities. In fact, if you expressed interest in another role, if a manager didn't want to lose you they would take active steps to prevent you from rotating.
Sky Harbor and Tempe offices were old and outdated. Compared to facilities investment at Northrop and other area aerospace companies, Honywell fails in this area.
Challenging because of the levels of understaffing pursued as part of leadership strategy and due to general lack of training and bench strength due to poor employee retention and letting go more experienced employees.
Honeywell uses employees as their personal bank. Think you might not make quarterly numbers..furlough employees. Overruning AOP...you guessed it..furlough employees. Meanwhile, honeywell stock price continues to increase and they continue to pay dividends.
I found Honeywell internal communication to be outright lies or omissions of the truth. It was better to look to the news for information on what was happening vs internally communicated information. For instance, coming layoffs related to coronavirus...we all know they're coming and are sure that leadership has their lists prepared, but mum is the word. I think this is mostly to keep employees producing at high levels which I consider dishonest and an omission of the truth.
I worked in finance, which was mostly female. Things appeared equal.
Absolutely not. Micro-management is the name of the game.
Less than zero
Many of the people I worked with.
All of management, there was nothing good about it.
Simple, replace management!
It's all about the "bottom line", employees are treated like garbage.
To the outside world it looks good.
You do what they tell you to do, and when to do it, or else!
You would have to quit and then reapply, sometime in the future, to get an advancement.
Seems to be somewhat ok.
Can't complain too much about the compensation, it seems to be somewhat fair.
Sure doesn't look very diverse to me!
Only if they have to.
You better be safe, or you'll be fired
Everyone looks out for themselves, for fear of being fired.
No support, they just follow the company line, no matter how bad it is.
Yes, but management makes it extra challenging.
This has always been bad, if you want to know what's going on, watch the news.
I don't know if there are any major pay differences, but they have been getting a larger female force.
In most cases this is not true, too many micro-managers, and pico-managers.
The fear of going into a meeting / tcon.....and not knowing what may happen.
Upper management needs to understand what a team is, how to motivate in a positive way.
Aggresive behaviour exhibited by upper management in their pursuit of bottom line.
12+/day.....time zones mean nothing. Vacations are had only at expense of your future at the company. "Unlimited" time off is farcical.
Job tension never abates, it can and will negatively effect your health.
Members were willing to help each other.
They always ask if you need help...if you do...it means you have failed.
Confrontational. Abrasive. Grand standing. I have heard VP belittle team members in front of peers. Absolutely inexcusable.
We the willing, led by the unknowing,...you know the rest. Honeywell has alienated it's supply base to the point that any attempt to correct is met with doubt at best....suspicion usually, and occasionaly outright denial to those who on the ground attempt to patch things up. Good luck.
Yea...you are on your own!!
Many of the people in the trenches are great to work with. Knowledgeable and approachable. Lots of opportunities to learn new things.
The way many people are treated; with callous disregard. The promotion of people who don't deserve it.
Reconsider positions on some of the HR policies that have been changed during the past 5 years, to retain outstanding employees. Allow the talented people you've hired to express their opinions and give recommendations for improvement. Stop promoting yes men and women, and people who just move from one mistake to the next. Hold employees accountable for their actions, especially ones who make unethical decisions. Stop using the forced ranking system to "elbow" good performers unfairly.
Honeywell has a "top down" leadership model. It asks for input from the ranks but ignores it, resulting in continual rework especially financial targets. Comments that signal "disloyalty" or "disagreement" toward management practices are not tolerated. "Yes" men and women are rewarded with promotions or laterals. Annual forced rankings are often arbitrary, with managers told to put 10% of their employees in the bottom tier regardless of performance. That results in no raise, no bonus, stigma, and longer term consequences for some employees. Cost cutting has been the key driver during the past 5 years rather than growth. Employees are often onboarded in a sink or swim environment with little to no training.
I was proud to work there, but after watching employees treated so poorly over the past several years, I'm not proud anymore.
If you are looking for work life balance, then go somewhere else. Remote working was taken away as a benefit 4 years ago, and employees were told to come into their hub office every day. Employees are expected to work nights and weekends to get the job done. It is not unusual to receive email from leadership over the weekend with an expectation of a reply before Monday morning. With employees worldwide, one can be on a call with Europe in the morning and Asia in the evening. With continual headcount reductions, the remaining staff must pick up the workload. It is not unusual for leadership to make the decision to cut heads without knowing what the terminated employee did, often resulting in knowledge gaps in key current projects or processes.
Although employees are told that their career is in their hands, that is not true. It is based on whether you are liked or not liked. Leaders in each function decide who will ascend the career ladder and who will not. Yes men and women will do better.
Honeywell does provide adequate parking and office entry as handicapped accessible. Restrooms have appropriate accessibility.
Compensation is about average vs. the surrounding market, but many of the younger employees who have left have received significant raises and bonuses. Older employees who have left have received pay on par with what they were making at Honeywell.
For a global company, there is not a lot of diversity at management levels in some divisions. I think diversity is supported, but the company struggles to bring that diversity on board. I think it is more of a company recruiting issue than a diversity issue.
There are recycling bins for plastic and aluminum, but little else.
Emphasis has always been on manufacturing and office safety via accidents. In the past 2 or 3 years, however, the anger of some employees at management has become an area of concern. Employees becoming physical, screaming at other employees (superiors and subordinates), breaking into supposedly secure areas, etc., is making other employees concerned about the next "go postal" incident. Some of this may have been caused by leadership itself, pushing employees past the breaking point and the stressful working environment. There is training for all aspects of workplace safety, but it has become more of a concern than in the past.
Employees in the trenches generally work hard with each other to accomplish goals and objectives. They develop relationships to cut through the red tape and get things done.
This is an area that has shifted in the past 5 years. Older employees are no longer valued for their knowledge and skill sets. Corporate has been signaling for several years that they want a young, technically oriented and mobile work force. Older, qualified employees are passed over for promotions and new opportunities in favor of younger people. A recent effort to modify job titles seems to have been done to make younger people happier. Suspect that the company's directional shift from technical to software was partially made to address the issue of the older workforce leaving and taking their knowledge with them. Older employees are traditionally paid more and pushing them towards the exit helps with cost reduction.
If an employee has a good manager, then he or she might get training, project support, etc. Often the managers are in the same situation and they don't get support. Don't rock the boat. If you need support from other departments, you need to realize that they also are under resource constraints and often can't get their own work done.
There are many older buildings with a variety of problems. Small workspaces, not enough meetings rooms (one manager was advised to take their employees outside for annual reviews as meeting rooms were never available), cramped working quarters, noisy. Some areas are being converted to open seating which are even noisier. Hard to concentrate and get work done. Very little money spent on building improvements over the years, including general maintenance. Heat and cooling temperatures have been changed in the past few years to save money on utility costs, often making the office more uncomfortable. The only visible upgrades have been made are to cafeteria seating areas so that employees can work during lunch.
The work is definitely challenging and can be very rewarding. I learned many things during my tenure at Honeywell and worked with some great people on very interesting projects.
There is no job security. People who were doing a great job one year are out the door the next. Very arbitrary based on whether the manager likes you, where you are located, or if it is "just your turn."
Standard communication includes quarterly performance updates and town halls. Much less open communication than in the past. Savvy employees stay plugged in to their local grapevine to learn what is happening. Upper management feels the need to keep most information to themselves as they are concerned about leaks and disagreement with their policies.
Our unit seems desperate to retain women at some top spots but they leave anyway. I suspect it has more to do with poor treatment of employees in general and not listening to ideas and input as opposed to gender equality.
Honeywell does give employees the freedom to work independently as long as you meet all your goals and objectives.
The people and the challenge that comes with working for a high tech company.
How upper management treats employees
Give Managers the resources to allow their teams to be successful. Make managers accountable for employee development and compensate more appropriately. A good employee can maybe get a 2% annual raise which is absurd. Typically the company prefers that 10% of your staff gets zero raises regardless of performance.
Culture is about favoritism, nepotism and popularity if you want success.
Their image is good but it’s resting on its laurels from former companies Sperry Flight Systems and AirResearch. The joke for the eventual merger of Honeywell and Allied Signal was the new name could have been Honey, Well, I Lied.
They talk a good game. A VP had an employee return from vacation early to support a meeting. Another employee was told at the last minute they couldn’t go on vacation by the same VP.
Tuition reimbursement for advanced degrees is excellent. In house training has mostly gone to online. Watch the video or view the slides and you are declared “trained”.
I’m not handicapped but many with disabilities are employed at Honeywell. Accommodations to support them are evident.
I was ok with my compensation but for employees it’s pitiful. I could write a book about their MRR review cycles and processes, 9 block ratings (a huge joke) and once a manager determines what an employee will receive, HR or senior leadership forces you to change it.
They’ve gotten better but too many managers have their favorites who seem to get away with stuff that others are disciplined for.
Seems Honeywell is average as many companies are.
I always felt safe but was surprised to see a pizza delivery guy walking the halls alone one early evening. Visibly wearing badges and protecting information is an afterthought for many
The employees are some of the best anywhere. They’ve been groomed to do more with less
Employees look up to the older employees to help, train, and navigate the corporate soup. Many older employees mentor the younger employees because management rarely does.
This depends on the Manager. Some are good while others do their best to manage their careers and not their people.
I always felt comfortable with the environment.
The exceptional team members and challenge is what kept me there for so long. Do more with less is required but many of the challenges will task you mentally. I enjoyed that part. 35 years and I can’t say I was bored very often.
Unless you’re well connected to senior leadership, job security does not exist.
As with every Corp, communication is basic lip service, rarely truthful.
Gender doesn’t seem to matter. Get the work done, get along with team members, and nobody cares about gender
As long as the work got done there wasn’t too much concern.
I was given a nice raise after my first review and that was a very pleasant surprise.
The facilities does not have very much in redundant systems so site wide outages are a plroblem
I think the tools we use need to be upgraded because the software we use is old and out of date. We could do better.
Easy to get along with people.
Nothing positive to share about this company from the past 10 years/
The board leadership is unaware of the issues and problems that the company has. A whole new organization is required.
Do not demand 45 hrs for 40 hrs pay. Provide some sort of training. Do the instant 401k match, not the yearly semi-match.
Demanding 50 hrs a week is ridiculous
No wl balance
No raise, no bonus
Lots of work going on
If you are older than 50, you are targetted.
Temp control not on at night nor weekends
SImple to do
static mindless emails
Women have better opportunites
No meaningful feedback