Leidos/SAIC in Abingdon, MD lacks quality senior leadership, the ability to gain new contracts and internal advancement. - Recensione dipendente - Project Management Analyst presso Leidos

1,0
8 set 2014
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

There are some social events for the employees.

Svantaggi

Senior leadership hires its friends and family to the detriment of the company and its goals. Internal opportunities for advancement are limited due to nepotism. Salary disparity is extreme. Regular lay-offs due to lack of work and poor planning are a pervasive issue. The ability to gain new contracts is absent. Ethics is situational and those who attempt to escalate unethical situations are ignored or reprimanded. Communication is poor. Benefits are deteriorating. Those with the most experience on the programs have been lost due to these issues. General morale is very poor. These issues cause an even higher attrition rate.

Esplora altre recensioni su Leidos

5,0
16 feb 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

You are compensated well at the company

Svantaggi

No cons to list currently.

3,0
27 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Leidos provides opportunities to work on complex government programs with meaningful technical challenges. Depending on the contract and team, there can be exposure to cloud infrastructure, cybersecurity, systems engineering, networking, and mission-focused work that is difficult to find elsewhere. The company also has a large footprint, so there may be internal opportunities for people who are able to navigate the organization.

Svantaggi

My experience was that the quality of management varied significantly by program. Communication around expectations, roles, and priorities was often inconsistent, and decisions that affected employees were not always explained clearly or handled in a transparent way. Work-life balance also depended heavily on local management. Flexibility that existed in practice could be changed quickly, and employees were sometimes left trying to reconcile changing expectations with existing workloads and personal obligations. In my view, the company would benefit from stronger oversight of program-level management decisions, especially where employee responsibilities, workplace flexibility, and performance feedback are concerned. I also found that technical decision-making was sometimes driven more by schedule pressure than by sound engineering judgment. On complex government programs, that can create unnecessary risk and frustration for employees who are trying to do things correctly.

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