- Since Kubasik took over L3, the downhill trends in overall performance have continued. His approach was to drive "synergy" by completely gutting the middle management layers throughout the company and merging multiple divisions under one management chain. What he failed to realize is that every division is unique in their own way and these new leadership teams ended up getting completely overloaded. As a result, many of the smaller locations have witnessed high turnover, poor quality and lower order trends. This has all been hidden in the quarterly reports as they continue to blame "Covid supply chain challenges" for the drop in performance. I am not seeing that from the other big DOD companies..
- This company is completely run by the finance organization. I know people that work at the division in Cincinnati and they have big enough holes in their roof to where it rains down on employees and expensive equipment whenever it rains. The CFO in their respective sector has refused to sign off on a requisition to fix it for years. Decisions are now made to satisfy short-term metrics and many times these decisions are sacrificing the long-term success of the company.
- At the time of the merger, many divisions offered their employees bonuses. Once the merger was completed, this was taken away from everyone except for a select level of execs. Since that point in time, morale has cratered at each of these locations.
- During the Bill Brown era post-merger, this company has trended towards being the most woke defense contractor in the US. CRT is taught to everyone that attends one of their leadership programs. The Corporate HR strategy can be summed up by "inclusion by exclusion." If you fall within a certain category, you essentially have no shot of being promoted to a Level 7 position at this point in time. There have also been some very questionable practices when it comes to annual employee raises. Personally, I think they are setting themselves up for major lawsuits.
- The company recently had a new initiative called Project Stay. They intended to create an internal site that allowed employees to provide honest feedback to leadership on some of the issues that are causing high turnover throughout the company. Corporate ended up taking the site down without any explanation because they could not handle the comments that were posted. What kind of message does that send?
