SJ retiring replaced by PK. KM and AM stepping out, first wave of SVP changes already announced, more to come? What do we think?
24 replies (most recent on top)
@22e I agree she was the most toxic person in ITLT.
Yall are so angry lmao, I posted with names initially but it was deleted. A little bit of critical thinking can figure out most of the names
Thank god SJ is out! She brought such a toxic culture and useless leaders into IT that anyone has to be better than her…
@zc the “old” culture IS the new culture…
So even though you’re using codes, you’re basically saying they’re gonna replace plant managers. With their own people, and by doing this. They’ll be able to increase shareholder value.
By doing this strategy. They will know the inner works of each production plant. Everyone covers for each other. With this philosophy, you know what’s actually happening within each production plant.
I always said,”When you have system in place. Where everyone hires their friends and buddies. You will never have a shareholder value.”
A perfect example. You can’t make your quota. So your philosophy is more overtime, and push the parts harder. End results. Record, fallout, and rework. This actually increases the cost of running the plant.
They like to promote each other. Create your own pay and once you get promoted. You get to create a senior title to get even more pay. This is definitely going. No more overtime throughout the whole plant.
These people don’t think it can be done. Wrong answer. We are not protecting your friends and relatives.
I’ll show you how easy to accomplish this. We are in the process downgrading and eliminating unnecessary pay scales. Which will be the whole entire plant. No more resource workers, group leaders, backup group leaders, eliminating multiple people who have temporary pay upgrade so they can get paid this pay for the whole day, no more resource workers, and all jobs will be reevaluated. If you took a course in the company to get a different pay grade and it only was one week or anybody can copy it. These pay grade will no longer be necessary. In other words, you’re getting downgraded to the lowest pay grade in our production plant. Which will probably be the whole entire company.
These downgrades and cut in management. They will be the extra people you need when you claim you need overtime. So if you need five early and five late to help cover the line. You now have your five people for early and late and there’s no need for overtime. Maximum shareholder value.
Now you have five extra on each production line. We will no longer need overtime. Because you have five extra people. We will be implementing new break times. When the majority you guys go to break five people will be running the line. With no overtime needed.
So you will not have to posts overtime for early or late anymore. We also implementing Friday Saturday and Sunday works shifts. Depending on what shift you’re on. You will be required to either come in early or late on Thursday and Mondays to cover your four hours that we’re not gonna give you for free. This will make sure that you get 40 hours of work. Again! No holiday pay will be offered for overtime.
With the demotions and pay grade downgrades. Elimination of upper management. You will have five extra people on each production line. Again! There will be no need for early or late overtime anymore.
We know that your friends and buddies will resist and you will try to have slow down the line. In order to show that overtime is needed. We’re one step ahead of you. With our new management in place. Their officers will be strategically located. In order to oversee the production flow of each line. If we observe work stoppage or slowdowns. You can be disciplined or terminated.
Your friends and relatives were no longer be doing the hiring. We will no longer have all these unnecessary extra pay grades. You will not keep having this philosophy in your head that your friends and relatives are going protect your overtime. They will also not be able to protect you from not showing up for work or abusing any of our policies
This will increase shareholder value and accountability. Don’t even say the process won’t work. This is why Elliot management has decided your skills I no longer needed. Elliot management has people that he’s worked with in the past buried, they are qualified to run every level of the company. You will see what skilled workers can do compared to unskilled workers
This will increase profitability of your plant. Reduce cost, waste, and increase yields. We will no longer be hiring management from within. Unless you have the skills ahead of time, and that’s not skills that you just copy somebody. You will have the necessary, qualifications and skill set ahead of time. We will check your schooling and background before any offer is
With a new amplifications of our work schedules. There will be no need to work holidays sole pay will no longer be offered. This money will go to shareholder value. Not so you can have a brand new Tesla or Porsche in a parking lot.
We already know that you’ll try to make it fail so you can have your friends get their overtime back. This is why you will no longer be needed to help run production schedule. Which is called a demotion.
Bottom line! All these pay scales. We evaluated each one of these pay scale and have decided that they are not needed. One week of training is not a skill set. It doesn’t just justify you getting 40 bucks a ! All these pay scales. We evaluate each one of these pay scale and decide if they needed it at all. One week of training is not a skill set. It doesn’t justify you getting 40 bucks an hour.
You will all be downgraded to the lowest paygrade in the factory. We will have plenty of people to fill-in for the five people you need for early and late overtime. With our new break schedules. They will no longer be overtime.
If you don’t wanna stay with the company, after being downgraded. Because your position was either eliminated or your pay structure was dropped. You will have to decide. If you want to stay with the company or not. If for some reason we offer severance packages. When you get one you are, you must leave immediately.
Qualified people will know how to fix this problem. Pushing more overtime is not the solution for cost-effectively running a a plant or we say division. Your buddies need their overtime. So you won’t create a schedule that eliminate it.
It can’t be done. Group leaders will be downgraded. People who were promoted with one week training and suppose our technicians. Will be downgraded. Pay grades that were created that anybody can do by going through a simple one week program will be eliminated. Most likely there will be one pay grade across the whole company. When it comes to production. Everything else can be outsourced.
No longer will there be people getting promoted. Then get a title called senior whatever your position is. No more deciding what pay you’re gonna get when you negotiate. Supervisors offices will be relocated so they can see what’s happening in their production lines. No group leaders needed.
Anyone demoted. They will make up for the early and late overtime. Basically we put them on the lines. So if you need five people to come in early or late. You have your people. No need for overtime.
Demotion and permanent paid downgrades. Should cover the overtime issues. Friday Saturday and Sunday will be the weekend shift. You will be required to come in four hours early on either Thursday or Monday to cover the four hours that we’re not giving you for free.
We will have people enforcing rules. We will have a buzzer system in place. First buzzer you better be heading towards your workstation. Second buzzer you better be at your workstation. If not, you will be disciplined or could be terminated. This will increase the effectiveness of our production lines.
These new rules will increase productivity and increase probability. Because you’re all friends and relatives. We know you will try to protect each other. This is why we made a difficult decision to replace you and give you a severance packages. We didn’t take this decision very lightly and we know it will influence your life negatively. However, it will increase our shareholder value. Sorry that the old culture has to go, but we cannot have the old culture influencing the new culture.
PK to lead IT and AI.... god help us all.
I heard AB say CD to EF. Then GH said IJ has to FO and also STFU. KL and MN are also going to be replaced soon with OP and QR. Just ST and UV remain for WX to get YZ out of the way.
Time for me to STFU just like HON LT.
@he WTF is this...can you write in proper English? or you guys are afraid even here...
@gs you bet on that, and probably nice pension as well... so they are all set.
@gt Suresh V has no vision at all. He simply travels a lot to show his face, put his hands everywhere aka. micro management.
Elliot can’t
I heard JD was going to take AR and BJ to the CH to GT F OH. Then I overheard some say STFU ?
SV is the biggest sandbag who has been taking us down since JW, DA days. VK needs to get ride off him and his messed up innovation agenda.
These people are paid even while they are getting laid off. Not your typical 1week per year RIF pay, and some are staying as company advisors, like hr KM.
get the damn full names or go away
There are two AMs - which one? Strategy or legal?
The mighty power that be missed a few of other SVP's on its chopping block.
@bm+1kryc7f33 Not sure but I think naming names breaks the site rules.
Senior execs are publicly known so you can post their names
@bm thought the same, we should list all the names
@OP Why are you too afraid to name the names? Who are they?
transition to new HR Direct was a disaster. HON Accelerator modules also not working. what else am I missing?
It was time. Circle of life.
They were forced out, what goes around comes around... I think all these at the top are the ones that orchestrated the demise of this company, and now it is their turn to be in the layoff.
No feeling at all. I want to see more of them, from VK and down.