I was meets expectations for last year end review and now this. I feel im unfairly being given this.
I didn't get a PIP or anything but unsure what to do or if there is any hope
26 replies (most recent on top)
"And unfortunately, with our mid year PR timing, you don't have much time to get back on track."
This means PIP and there's not getting back on track after that. Let's not kid ourselves.
Did anyone get inconsistent in mid year for getting the first RTO email? I got everything met, but overall performance inconsistent saying I got first RTO warning email in June. But I got 2nd one saying I improved, but still I got inconsistent saying I was not present in office enough days during the warning period April to June
Done for at Ford? Maybe. But its a job. Might take 6 months to het a new one but if you het release probably will be the best thing for you. Start fresh.
I got kind-of pushed into an inconsistent for one of my team in "calibration". It was rough and partly because they didn't really do a great job on their mid-year and I forgot one of their biggest projects entirely when writing up the review. No one has suggested to me that it will be any more than that with the mid-year and I sure don't want it to be.
Oh. I asked for feedback on these reviews from my LL5 and got nothing... Even left a canary in the review.
One Inconsistent is bad and puts you under scrutiny. Two in a row and HR will be advocating for your termination. And unfortunately, with our mid year PR timing, you don't have much time to get back on track. We'll probably be doing end of year PRs in 2 months.
The stench of BS on this statement is so dank you'll choke on it. You have 6 months to find another job. They don't give you these to right the ship, but that's what they have to say. Why are you lying to people on here? Be practical and truthful. PIP's aren't for you, they are for HR and management. Not sure why you'd put more BS corporate speak out there when everyone knows that's what it is.
you have 6 months to right the ship. Find out what you need to do to get a better review and do it. Focus on department objectives, not what you find personally important
@gq Probably knew it was coming AKA FnF felt threatened
"...they leave or get fired after hopelessly attempt to meet"
Key word there...hopelessly. If you get put on one, you probably knew it was coming so you should have been interviewing. But for the love of God don't expend effort trying to meet the PIP expectations. Thats not what its for. Its there to give the company cover to cut you loose. There is no expectation on thier end that you meet it. Consider it one big exit interview.
@gk I mean let us just be very clear. It is all bullsh-t and none of it is real. That document is a submissiveness sheet. How controllable are you?
@f5 d-mbasses, maybe they should all receive not mets for all the recalls this year. They blame anybody themselves. If any of them get laid off, they wouldn't even find an LL5 level job elsewhere.
Almost everyone will receive a not met in one of the behavioral categories. It's a mandate from LL2s.
@cw If you are the real person Doug Field pretends to be, you will be exploited
@dg This system thrives on delays, non-responses, and quiet retaliation. Meanwhile, real concerns about career growth, psychological safety, and fair treatment are sidelined. They count on you giving up or burning out. When you try to advocate for yourself respectfully, the response is rarely engagement, it’s containment under false dreams. Insulated way to silence employees without addressing the real issues.
You’re told you’re being “difficult” or “demanding” simply for expecting follow-up on promises made—often months or even years prior. What’s most disturbing is how coordinated it can feel. Like when HR, management, and leadership close ranks and gaslight you into thinking it's all just a “you” problem.
They are great at teamwork when it comes to malicious schemes, it is really fun for them and they are all motivated to put on a great performance. Wish the same energy could be used in doing the right thing.
@c7 They've done this for years. They make up behavioral metrics and mark that under your performance. If you ask too many questions that are pertinent to your employment here (and for your careers longevity), they will give you feedback saying you are being demanding. Mind you, this is when you ask a question once every 4-5 months and they promised to get back to you in 2-3 weeks and you give them months as margin of error. Then they do it again, and again. Then you try to finally hold them to it after a year and a half. Walking on eggshells here while things necessary for your peace and survival are kicked down the road. You literally cannot advocate here based on merit. The plan is usually to drag it on forever and ever. By that time, it has been years. All the time lost? Oops. Saved the company money! HR gets promoted. LOL. Past is the past. Guess what? All the managers/supervisors are in on it too. Be sure to stay quiet and not voice or hold anyone accountable here! That is a sure sign for impending career defamation and sabotage to undermine you for control. Your contributions? Your hard work? Past is the past! Take this beating or it'll get worse for you! Any further talks from before you waited years to address are now officially closed. Until your "performance" improves, the mobbing will continue. Indefinitely.
If you make fun of Bunny slippers and/or Fartley in any Ford communication. You will be cut.
No matter how stable you think things are or not, always be interviewing if anything to keep yourself sharp. It's good practice. Yes, word may get around because sometimes its a small world. But who gives a F? People love to gossip and will do that either way. Your career is your career. Never fully trust what leadership says. Actions matter and they have demonstrated that they will drop you at a moments notice. Be prepared to do the same to them. When someone tries to shame you into loyalty take that as a marker that they are an untrustworthy person (typically boomers), because everyone with common sense knows that is long gone.
@be I wondered the same, if they are suddenly using all of the behavioral metrics as a way to disregard even outstanding work delivery. Last year under the new system the PL's were saying HR was pushing back against anyone receiving above 'meet' without overwhelming numerical evidence.
@OP I got inconsistent end of last year and I am still here.
I haven't done my mid year review yet but I'm sure that's going to be inconsistent as well even though I've done good work. Honestly I don't care much about it. Ford is a dead end anyways.
I think it's mainly used as a way to limit bonuses and salaries.
There is hope after all. Ford is consistently inconsistent! Or is that inconsistently consistent? Yes.
Instead of asking if you're done for, ask why they labeled you inconsistent. Were you actually inconsistent? Were you setup? Did you ask too many questions? Did you ask uncomfortable questions? Did you defend yourself? Ya'kno the 5 why's
People who delivered strong technical work suddenly get dinged for “attitude” or “collaboration” right after raising concerns. That “inconsistent” stamp becomes the justification to block moves, delay promotions, or rank you lower should they find it necessary. In healthy orgs, “inconsistent” doesn’t mean you’re done. You can talk it out, adjust, and recover. This place is worse than Amazon.
Ask for clarity. Frame it as wanting to improve, not arguing: “Can you share specific examples so I can adjust?” If they can’t give clear examples, that tells you the review might be more about perception than substance. I've seen times where a manager wasn't competent and so they just gave generic feedback based on vibes to one-up themselves as a superior. Other times, the superior wasn't even around to give any sort of feedback at all. Just made stuff up depending on if they liked you or not.
Once leadership decides to reframe you asking for clarity, you have a 50/50 chance they start calling your behavior a 'performance' problem, making actual output irrelevant. Goal-post moving is very common here at the FMC.
setting up legal cover
@av Agree. For the future, NEVER stop sending out resumes!
@OP if you are CE1 in Long Beach I’d suggest you start applying for a new job. CE1 pips people and they leave or get fired after hopelessly attempt to meet. Odds are a pip is coming with hr present in the meeting.
No hope. Start sending out resumes.