Is anyone else noticing that the recent hires seem totally unprepared? They don't have the skills, they don't seem motivated, and we're spending all our time training them on basics they should already know. Can we get some competent new hires, please?
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@OP What's up with the new (say within the last year or so) recent hires (managers, directors and above), they seem totally unprepared and incapable. They don't have the managerial skills (let alone leadership skills), they don't seem motivated, they seem very very insecure, and they don't seem to have down the managerial 101 basics which they should already know. It makes no sense to be hiring these sort...
Can we get some competent new hires (managers, directors and above), PLEASE?
Everyone moaning about how salaries are so low in the US now. They are still massively more than most other countries, with completely out of line job grades. I see JG14s in the US pulling down $200k who wouldn’t scrape a JG11 in other countries, for half the money.
Perhaps because new hires and external partners were brought in to handle the workload of several roles for the very low salary of one, often without proper onboarding due to the lack of a defined process or available support.
@24s totally agree. Who would move to Maplewood, MN for the pay they are now offering after all the perks cutting? We used to have so many extras that made all the difference but now stripped to the bone why would you. Shame.
@kh That was not the point.
@ax The worst part is that there is actual talent out their but that talent isn't going to apply for the pay range. They set the pay range too low, so what do they expect? They aren't going find qualified people. You attract less qualified people who are cheaper and not demanding as much money.
@jy Look at the % of men vs women who are obtaining advanced degrees. More women than men are going to college.
@rz I started in March and got something like 2 or 3 days pro-rated. And took till at least 10 years of service to get 4 weeks - maybe it was 15 years???
Knew some dual career employees who hired in out of college and were getting married later that year and had to borrow vacation from next year to go on a Honeymoon.
As for the talent coming in, let's be honest here. 3M HAD a great reputation but now it's just a job to these folks and not a career destination.
@rz yeah, but the younger folks have to deal with this company being driven into the ground by awful leadership and absolutely no chance for advancement, so it kind of evens out....
New folks are darn lucky. They start with 4 weeks of vacation.
We had to work for 15 years to get there !
Do you not believe that women can be competent new hires? Don't dismiss people so readily. There are brilliant women out there that any company should be happy to have.
Can we get some competent new hires, please?
Hhaaha, no, the important is to ''represent'' the diversity of our society, not to hire talented people. It is also very important to hire 50% or more women because whatever.
We've got a new person on our team.
Definitely some resume inflation going on, and some wishful interpretation on behalf of the interviewers, because this new person lacks the skills to do what we were promised they would be doing.
Instead, they're just trying to get access to various tools and trainings.
To me, it seems that they're just padding their resume until they look for their next new job in six months.
We've had a bunch of technical hires over the last years, mostly PhDs, they have honestly been great.
The LTI removal is truly a one time savings, but cause a brain drain to 14/15 and T5 levels. I guess BB doesnt care as he continue to dump impossible targets to people below. Let those remaining with LTI work hard for their worth.
@OP Well, what do you expect when the competent people get laid off because they cost too much? Well, you get what you pay for 3M and that evidently isn’t too much these days.
@a9 the LTI elimination is going to be a much bigger drain on experienced talent than people realize.
BB is probably around maybe 3 to 4 more years until he succeeds in breaking up 3M into about 4 or 5 companies. Sadly, he won't care what he has done to the talent base or even the future of the spins. He is focused on two things: stock price and rewarding his cronies SVP hires with hefty signing bonuses and lavish perks.
He can't be bothered with the hoi polloi while enjoying another stress free weekend on his Florida yacht.
this question, we have been asking for nearly two years now, the influx of 25 to 35 year olds who don't want to work, and don't take in the training modules and then leave after 3 to 6 months is leaving a bitter pill,
Now we 3M Navigator. All you need to do is type in a few keywords and viola, the next blockbuster product is here.
Management is happy, no longer having to spend any time making slides or strategic plans. Feeling happy for them, finally these overworked, and underpaid folks have a little time to relax !
Recent years have been the highest in terms of hiring external people to cover the gap of exodus of the experienced 3M folks. With the elimination of LTI for JGs 14/15 and in its final year exercise options, be prepared to see more exits in early 2027. Guess BB wont be bothered