Pratt & Whitney reviews

Retention policy for employees makes zero sense. For some reason upper management and HR will not budge on increasing salaries to keep up with inflation but cry a river about employees leaving. Engineers are not simple to replace even if you get lucky and get an experienced hire it still takes months to a year for them to be effective.

Huge burn out culture. They rely on a small population to get all the work done – not praising accomplishments, or huge efforts – motivation is based on fear of negative VP attention trickling down to front line managers. Many frontline managers and the few high performers on their team are running ragged, while sharks circle waiting for every small misstep. You need more manpower to get it done? Here are some kids out of school you can train, or maybe just work the weekends? You need more technical expertise to make decisions? Fellows will charge your project finding different ways to say, “That’s interesting, what do you think the answer is?” or assigning action items that everyone knows will never pan out, but drain your resources further. Almost everyone gets the same raise since it is so small, even the 50% of the practitioners and up that are phoning it in. The raise pool size doesn’t allow for significant differentiation based on merit. There used to be awards, but they are barely used now. Most engineers are pretty non-political and are put off by the clear effort to hyper politicize the work environment. When it comes to technical problems that arise- it’s a kill the messenger, make it go away culture. They discourage you from learning new ways to do things because exploring advancements necessarily implicates the old approach as inferior, “so you’re saying we’ve been doing it wrong for 50 year? I think you’re wrong!”