I used to honest to God believe that if I worked hard, stayed late, and gave everything to my job, I'd be valued and protected. I've learned the hard way that this isn't true. Ford will happily extract every ounce of energy you've got, praise you for your dedication, and then fire you with no notice the moment it helps their bottom line. And they won't feel bad about it. They won't even think about you again. Hustle culture's a sickness.
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One thing you misinterpreted. There's no "hustle culture" at Ford...not even close. If there was they might get something done and have a coherent plan. People just spinning their wheels.
"The old person was good, the young one got his job, therefore the young one must be the problem".
Gary keeps talking about loyalty and years of service, but he never actually mentions results.
What stands out is how quickly the story turns the younger replacement into a villain without ever showing that he failed. The audience is simply invited to assume correlation for causation.
In reality, some people become so invested in proving they were righteous that they can't let the replacement succeed. The new one stops being viewed as a person and becomes a prop in someone else's need for vindication once they realize they were the bad ones in the story and can't handle it.
New theories emerge, new BS is attached, and every event is reinterpreted as proof that the original abuse was justified. For that reason, the young one should tell Gary he can his job back because this isn't a place for them to reach their own potential. It's insufferable to constantly be coerced over and over into looking like the bad guy just because the real bad actors here are afraid to admit they were not only wrong, but continue to do more wrongs in the pursuit of trying to feel validated and so they try to propagate bullsh-t, which isn't evidentiary-backed and is honestly disgusting, to somehow justify their original resentment. I'd tell young people to stay away from these predators in our communities who are most determined to prove a young goose was a problem which is ironic because instead they end up revealing more about their own inability to let go and admit they fu---d up than they do about the young goose. They just make our lives worse when they double down in the pursuit of literal bullsh-t. Also it's so weird you mention Tim Hortons. You people are honestly not okay at all... and I cannot respect corruption.
@OP happened to me in ‘23.
This reminds me of the Great Goose Incident of 1997.
Most people don’t know this, but a flock of Canadian geese once attempted to reorganize a small municipal golf course in southern Ontario. At first everyone thought the geese were simply migrating, but over several months they developed a surprisingly sophisticated management structure.
There were weekly alignment meetings near the seventh hole. A strategic planning committee formed around the pond. One particularly aggressive goose named Gary became Director of Synergistic Honking.
Gary believed deeply in loyalty.
Every morning he arrived before sunrise. He hissed at trespassers. He chased squirrels. He defended the shoreline. He even attended several meetings that could have been emails.
Then one autumn morning, without warning, the flock restructured.
Gary was informed that due to evolving migration priorities, leadership had decided to pursue a more agile flying formation. His role was eliminated. A younger goose with experience in cross-functional pond optimization was selected instead.
Gary asked whether his years of dedication had been considered.
The response was a 47-slide presentation titled “Honking Forward: A Vision for Tomorrow.”
The presentation contained no actual information.
Gary spent the winter standing near a Tim Hortons contemplating the meaning of organizational commitment.
Meanwhile the new leadership team immediately flew into a power line.
Historians still debate the lessons of the Great Goose Incident. Some say it proves loyalty is dead. Others say it demonstrates the dangers of excessive bureaucracy among waterfowl.
Personally, I think the real takeaway is that every organization eventually becomes a pond with a mission statement.
The geese never found the synergies they were looking for, but they did generate substantial stakeholder engagement.
Which, in the end, is what really matters.
Won't get you promoted - that's for sure. It also won't keep people from harassing you with zero protection from the company or management - zero common sense zone here at Ford.
Loyalty and hard work don't get you promoted.
@aa it’s supposed to be motivational…. Everyone knows unhappy insecure employees are more productive and innovative.
I learned this in FIRST robotics long before industry lmao
The ones that do the work always get stepped on....always.
The socialites are the ones who get promoted.
Leave on a Friday at 3pm saying you won't be back on Monday, or ever. Or schedule a short pop up 15 minute with your manager and HR...yes go find an HR person and borrow them for a minute. Lol.
They'd lay you off the same way, but somehow it's unacceptable for you to employ the same tactic. How's that?
@a6 never used to be the case, it’s expensive to churn heads at a really large company its cheaper to reshuffle, but here we’re sadistic, hire and fire.
That is true for any large business. Maybe not for a small under 20 employee place, but its been that way for years. I learned long ago, the loyalty ends at the door. Do what your asked, what you can in the day, and pick it up tomorrow. If you are yelled at...smile and say OK