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It seems like not many in Michigan that are in decision making positions when it comes to our talent and youth are too educated on neurodevelopment. We also have bad people using talent for self interests for favors and personal gain instead of nurturing them in their prime and playing fair. I think we have an issue with grooming in our state. OH and the scary people that try to silence victims online and try to make them look crazy. I heard whitmer funded a smear campaign on civilians for Ford's marshall plant. Soylent green vibes currently. Is anyone in whitmers camp running for election? I would steer clear if you have kids of your own.
@hf Yeah my thing is like when I deliver and it's robust, and then I move onto some new project and focused on that, but as they keep refactoring for some reason they keep breaking it without knowing how to fix it due to it touching 4 different languages in the techstack for the codebase. Those situations are frustrating because to cope, they blame it on me and coworkers tell me the tech anchor who isn't qualified and doesn't actually code (like legitimately, no one questioned it because the engineering manager who also doesn't code goes way back with him) is pinning his strategy by having other seniors refactor upon being brought into the fold by the sr. engineering manager who also can't code. It's difficult because you delivered it working, and you end up continuously fixing it for them and then getting blamed. Then things get branded and whenever something goes down such as a dependency, people rush to emotion instead of logic. Then you build a tool individually, just like you did all the work to deliver that big piece of work individually, and others just take the credit. I typically don't mind this, however, I feel like you should get rewarded and I wasn't even allowed to take days off without retaliation. Not to mention my boss lying to me about things alongside hr. It's disappointing to be dealing with people that aren't staying true. I don't care if people touch my code, I remember my own engineering manager making that seem like the problem to save optics of his own d-mbassery so i get it. They try to box you into that ol code guard ahh persona for no reason when the new people you're working with on a new project see you as a normal person, the "dissonance" is real. Serves HR though and fake reports to justify why they lied and also they use it to retain. I signed up for a rotation gig. Not a hostage crisis.
@hd This is great, but what do you do when your mentors hear about Ford's version of the story and not yours where they did things that were shady? Like situations where something was stolen, or you were smeared for asking why you were lured into something off false pretenses and they started creating a fake HUMINT report on you to justify wrong doings? Don't you find it a bit strange? If someone tore your nails off and then told everyone you did it to them but they show pictures of yours as proof for theirs and convince people outside of the ecosystem you are active in, what do you do?
@OP. My New Year Resolution is to survive at Ford, one day at a time, without getting angry or frustrated. I will be bored, I will have too many meetings, I will get silly projects where my solutions will be modified by managers that don't understand the nuances.
That's OK (I tell myself again and again). Just remember is not my name in the front of the building, and if my managers modify my solution, is no longer my solution. I just need to relax, take it easy, and avoid a heart attack, or a stroke.
My objective is to grow my money. If I get laid off this year, like it seems, I am thinking of changing careers. That requires capital. No point in chasing a position in another company, just to be in the same spot.
I am trying to enjoy the rest of my life, however long will be, because I cannot change the minds of so many d-mb a$$es in positions of authority. We just keep repeating the same mistakes, hoping for a different result.
@h4+1kdx2gka2 We design less and less. We just "order" the pieces we need to our suppliers. When we put it all together, there is the "mechanical" assembly line, and the software integration.
If Ford doesn't do the software integration, then the company is just an assembly line, and easily replaced.
BTW, it is not "hard" to do the software integration if you have people with attention to details, and the tasks are properly explained and distributed by an architect. It is just that Ford lays off the architects, then LLxs are fighting for the piece they want to do for "bonus brown points", even when they don't have the people that can do the job.
Is anyone else fed up with Ford’s "software" issues? Can this whole thing be done by a company like Apple/Microsoft/Open AI even, anything without Ford’s meddling? If not, why not? Doesn't seem like a core competency we have that's creating competitive advantage.
Ground hog day in terms of quality. But let's...just...wait...a..little...longer. Maybe cut some more experienced employees...that'll fix it. Just have LCC employees write the software. Hire more people from Apple that don't understand how rubber meets concrete. You have it all figured out, we're safe.
@ce Greek concepts are fun, but ambitious actually comes from Latin. In Greek, philotimia (the good kind) is probably the closest idea, and I like that word better. That said, if I had a New Year’s resolution, it would be something closer to euthemia.
I plan on grabbing 4 to 5 six dollar chickens a week to save money on food.
@g9 I would do this too, but I’m not happy unless I do a job I’m at least happy to put my name on.
I'll give an honest answer - one of mine is to do less. Why waste my energy in places where it's not appreciated - so do less, see where it's noticed, and adjust accordingly.
@g4 deep
@g6 "past is the past" while they take another limb saying "heal"
@g5 dont forget they try to put those limbs on someone else but they don't fit the same and they can't perform the same, so there is a oscillation of going back and fourth, back to the highest performer thats now handicapped, they don't "change" so they keep going and tear limbs one by one and it just repeats
@g4 if they complain just blame them for not being able to walk and cut their hands next
@g3 This is the reality of sunk costs.
@fx You shouldn’t dwell on the past. Focusing on the future is the only way to achieve success.
How about warranty costs, genius?
Lagging indicator or not, what matters is how many customers you pi-s off. And no... making a below modest improvement from "dog $hit" to still below average is not a sign of quality being priority. Ford accounted for 35 percent of all industry recalls in 2025. You want leading indicators look at the warranty data and it will speak for itself. Laughable man, why do you even post here. Do you like getting your @$$ handed to you or what? Maybe you like the abuse. Wait for Q4 results and clean your drawers after your logic $hits the bed once more.
@f7 Our quality is improving. Recalls are a lagging indicator of progress, so you might want to consider what could be a better leading indicator of success. How do those metrics look?
@cg leadership, hr, and mgmt should go to rehab, they are addicted to doing the wrong thing
Very much a wasted effort. Treading water at best. One decision after another from the top plus nearing 200 recalls for this past year. What do you seriously think is going to happen man? Throwing good effort into the pit of non-existent quality? Fine, you do your best and keep believing that quality will get better next year. They've told us every year that the "next year will be THE for the company". So what year will it really be since we've been told that year after year? This year? Next year? Would you like to draw the timeline on the board for the rest of the class?
I plan on doing my best in my position to support leadership and plan. If you are actually an employee, that should be your resolution too. 2026 will be a pivotal year for the company. Lets make it happen!
Ford employee? Your resolution should be to empower yourself and move on from your employer if you've been there 3 years or more. Your career is dying. Branch out.
Incentives are important, I learned that in rehab.
@cd Greek concepts/derived-wrods are fun. I like kairos. But here is another word: entelechy, which is the realization of potential. it's like a motor running that pushes you towards your goals. the drive. i like your word ambitious too. i feel like they can realize their potential this year
@cc Now that's a good one, is it ambitious enough?
Issue 200 recalls
Smile when Ford filed Chapter 11.
Save the bracket department. It's a battle worth fighting.
Viva la bracket!
Institute another personal productivity drop, to coincide with the upcoming RTO-5. I can't cut much more without being in the negative but I'm sure willing to try.
@ab Unlike you, I refuse to move out of there like a fu--ing soldier. I'm sitting in locked.
Rest and vest and survive the big layoff coming in the next month. Writing is on the wall folks.
Meanwhile Ford is hiring waves of TN and H1-B employees that will work for less.
Move out of the Brackets department.
Mog the Ford Family.