Pros
- The initial pay for most positions seems to be good. The increases afterwards are severely lacking, though. - The benefits seem adequate to me. - The hardware provided to employees is stellar in most cases, unless you receive a re-imaged laptop from another employee instead of a normal upgrade laptop. - "Unlimited" vacation and reasonable sick time allowances.
Cons
- No Work From Home Policy Absolutely archaic way of looking at the work from home situation. Took corporate FOREVER to finally allow work from home during the pandemic compared to other businesses of similar caliber and size. The official plan is to have employees come back to the office 3 days a week starting July 6th, 2021, and then full-time back in the office sometime in the fall, September/October time-frame. With no planned exemptions or flexibility involved. The WFH policy up until this point is essentially "you can't" unless you're legally required to be allowed to. They claim that working in the office is better for collaboration and teamwork and innovation, but as an employee both before and after being purchased by Honeywell, I can tell you there is almost NO collaboration or innovation going on, nor is it actually incentivized. They just like the buzzwords. - No Upward Mobility You would think a company like this would be incredibly interested in keeping the younger generation around and attracting young, new talent and retaining them to replace the "old guard" when they move on or retire, but they don't remotely care and it's obnoxiously evident. They drag out promotions for nearly a year or more, if you even get one at all. They get incredibly stingy with the raises when they actually do give them. They don't seem interested in giving you a career path, just expect you to be happy you're where you are and to stay there. - 401K Paid Out Once Per Year They only pay 401k match once a year in January, meaning you lose out on potential dividends. interest gains, and general gains over the course of the year that they could have been matching monthly. This also means if you leave at any point other than right after you receive your match, you miss out on potentially 11 months worth of 401k match funds. - Furloughs and Cut Cost-of-Living Raises are the Norm It's very typical to be furloughed, even as an engineer, for anywhere from 1 week to 1 full month every year. That's a lot of time that you can't really plan for to go without a paycheck, and there's no telling when they decide the financials need to look better, so everyone should take one for the team. They also frequently find excuses to not offer the yearly cost-of-living wage increases; Usually it's that the financial performance hasn't been great, despite having just shown slides that seemed an awful lot like the company was doing pretty good. - Inefficient, Silo'd Engineering & Lack of Training Almost all engineering teams work in silos all the time and team collaboration is just handled at the end when it has to be done, instead of integrating things throughout the course of development. There is also little to no training. If you ever do go through training, it's usually way to late to have ever been useful, but the training itself isn't usually actually helpful in the first place so it's really wouldn't matter. - Heavy Focus on Short-Term Stockholder Gains Most of the town-halls and other company-wide meetings usually cover financials from a high-level perspective talking about how great we are usually doing, and quarter-to-quarter and year-over-year financial improvements. As well as how great this would be for the stockholders. This wouldn't be such an issue if it weren't for the people that make the business profitable (the sales teams and the engineering teams) weren't treated as a disposable meat grinder. There is no conversation had about employee retention or what could be helpful to keep employees, giving the impression to back up the evidence, that they couldn't care less whether you stay or go. - Lots of Broken Promises They frequently like to have "surveys" that a mysteriously large portion of the company report never receiving and use these surveys to justify the state of things, while making "promises" and "plans" on how to "improve" things that NEVER actually come to fruition in any way more than an abstract "we should be doing this" conversation in a town-hall. - Hemorrhaging Employees Employee retention seems to be the last concern to upper-management. I've heard losses of engineering employees described as "un-regrettable losses". That speaks for itself.