49 W38th Street, Floor 12A
New York
NY
10016
https://www.ivyexec.com
Customer Support
1 (888) 551-3444
Toll Free
Customer Support
(212) 431-3969
Elena Bajic
2006
3.4
Recommend to a friend
67%
Say this is a great place to work
62%
Proud to have on resume
79%
Employee - Analyst / Associate
The cutlure lacked flexibility and very much structure focused.
Employee - Analyst / Associate
This company believes in continuous education and training of their employees. As far as for me it was the best "University" for me as far as my future preparation to get to where I am today.
Employee - Analyst / Associate
They should flatten management tiers.
Employee - Analyst / Associate
Collaborative and engaging work culture.
Employee - Analyst / Associate
If you reach out, they will support you whenever possible
Employee - Manager / Senior Manager
It was too political. Hired people not qualified but came on board as a favor to others.
Employee - Manager / Senior Manager
Innovative ideas, behind the times culturally.
Employee - Manager / Senior Manager
Is a big company that has innovative business ideas but is slow moving and paternal. Very political but pays well and has good benefits.
Employee - Analyst / Associate
Transition operations needs to be reviewed here. When one division mergers into another the wheel of confusion re-decision and conflict needs to improve. Respect and comprehend the differences each operation division, review the improvements made prior to inflicting changes. To avoid the re-decision and conflict that comes with change.
Employee - Analyst / Associate
Had a different culture with each change of CEO. Bob Stevens instilled a very ethical respectful culture made each employee feel like he made and would make himself available to contact at any time. Bob Stevens would just pop into various working group, kick off and dept meetings just to hear our concerns or challenges with a program. You felt he was on the same page a real hands on executive. It was a very positive empowering culture. People would work more together. Past CEO's proclaim the process of going through the proper channels first, a more hands-off approach. Which in my opinion made a more stressful and seclude culture.
Employee - Analyst / Associate
You need to be pro active now versus the past of procuring your next job opportunity in the company.
Employee - Manager / Senior Manager
Contracts ended due to a desire of the D.C. contractors to give business to small businesses. I was able to place most of my staff with the new contractor. This was to assist the Air Force and Coast Guard with continued service. They should not have to suffer while a new team learned how to do Medical Credentialing.
Employee - Manager / Senior Manager
Leadership wanted me to be successful. They gave me support and training needed to keep staff and customer's happy.
Employee - Manager / Senior Manager
I would still be working for Lockheed if I was willing to relocate. They want to keep good people.
Employee - Manager / Senior Manager
You are a number not a person.
Employee - Analyst / Associate
There was no clarity in development.
Employee - Analyst / Associate
Company culture was very old school.
Employee - Analyst / Associate
It was the early/mid 90's when I worked there. With that said, a few things I would've changed based on my experience working there 1. Encourage people to develop and move into areas other than one part of an aircraft 2. Train everyone in systems thinking 3. Implement succession planning at all levels and identify key talent and how to retain them 4. Watch being penny wise and pound foolish; e.g. employees had to fund their master's degree if not in engineering which led them to leave when school was done; mandatory tracking of time in 6-minute increments, many more examples. 5. Implement ways for managers and leaders to be assessed and develop; far too many people who had only technical expertise were promoted into managerial roles and unable to manage people effectively.
Employee - Analyst / Associate
Very male, military and left-brained type culture in place. Because many people stay in one role/team for their whole careers you have a lot of people who only care about "their part of the aircraft"; thinking on behalf of the whole is rare. They had so much rigidity around building security that several people who had medical emergencies could not be reached by ambulances and died. For one of them a colleague called the Lockheed medical department who informed my colleague that they don't open until 8am.
Employee - Analyst / Associate
I'm proud to have it, and another aerospace company, on my resume because airplanes are a fascinating product to be part of building. The company, like the aerospace sector at that time, had appalling morale. I was someone who was promoted quickly and seen as a top performer but the majority of people struck me as disengaged. There was absolutely no development of talent when I was there except maybe a short technical class. It's a company of engineers managed by engineers and led by engineers.