Chris King Precision Components Reviews

Again, low wages with trivial raises should be expected for anyone that isn't management. Company morale is the lowest of any place I've worked. The company counters the morale issue with a bi-annual party or the occasional employee appreciation meal in lieu of raises or smart business practices. Employee advice and opinion is not listened to or valued at all. The HR department is definitely hand-in-hand with management. I have witnessed harassment and heard first-hand accounts of attempted assault and multiple cases of sexual harassment with no real ramifications (we now have an in-house lawyer). Hard work will go unrewarded and forward progress is usually halted by a fear of change from a very top-heavy management "club". Money is recklessly spent on pipe-dream projects while other money-making assets go neglected. Over the 2+ years I've been here many valuable employees have left the company, leaving certain departments almost crippled. Off the top of my head (there are more) I can name 30 people that left the company in the last year and at least another 10 that just no showed after a few days of working here. This only makes everyone else's jobs more difficult as the work load must be picked up.

Management and HR are the worst of any company I have worked for. Employee time is used incredibly inefficiently. Managers are unresponsive to employee concerns. Projects are frequently delayed by years. I have seen many talented people start here with great ideas, and watched as they withered with a lack of support, or even had management work against them in fear of change. The people that stay are either stubborn or more interested in gaining Chris King's favor than improving the company in a meaningful way. Recent changes in management have made it clear that this will continue. Promotion is non-existent for most positions in the company. HR either ignores or dismisses employee complaints about harassment. Most people in the company fear HR rather than a place to go for help with their work environment. HR maintains a very casual and close relationship with management. Bureaucratic processes are followed haphazardly at best, and most seem to have been put in place to make people feel important, while other areas of the company completely lack any formal process or change control. Projects are often delayed due to an obsession with doing all work in-house, despite the inefficient use of employee time and lack of specialized skills that would be better met with contractors. Projects are frequently overhauled multiple times due to lack of planning, foresight, and poor implementation. Departments are never given a budget; instead they are forced to beg for funding for their operating expenses (minus employee salaries) from Chris King or the general manager. The lack of insight into budgeting is the cause of a lot of uncertainty within departments. Promises made for new equipment or improvements are dropped on the floor when a new pet project catches the owner's eye.