Thread regarding Honeywell International Inc. layoffs

To interested outsider–

What should the ELT do? Stop milking the dead cow.
Honeywell uses employee sacrifice to deliver profit on obsolete designs and products.
The safe and ethical thing is to stop making the things we cannot safely make any longer
Pick a few products per location and focus.
Yes this will reduce staff and shrink revenue but it will restore our reputation and secure the business for the future.
This is what it means to return to the way it was... sites were focused on a few high quality products continually improved.

Leaders today dont see products.. they only see money.
I doubt most of them even know what we make.
This is obvious in the way our goals are written. 💰

So leaders, have the courage to stop working the products that are dragging this company down.

Turn loose those teams, without shooting them in the back as they cross the bridge like we did to garrett

". . . empathetic engineering leaders who know and care about running a successful manufacturing company and understand the impact of satisfied employees on maintaining that success."

In other words, turn the clock back about 30 years (in the case of Aero Engines) and reinstitute Cliff Garret's values.

Yeah when pigs fly (not counting the "leadership team").

@4lpu, okay, I'll bite. What would I ask of the ELT?

1. Resign immediately.
2. Take HR and Legal with you.
3. Use conscientious restraint in your separation package demands.
4. Urge the BoD to replace you with empathetic engineering leaders who know and care about running a successful manufacturing company and understand the impact of satisfied employees on maintaining that success.

Wow, what a p!pe dream!

As an interested outsider, What does the ELT need to do? What would you ask of them?

I think they call this the monitization phase of a large company - turn everything into a pile of cash for the very few left at the top to use for other purposes. Everything is for sale. The company becomes much smaller, revenues shrink way down, but the cash is for much fewer people so they make out better. And I believe Wall Street likes this. Wall street doesn't ike companies that need a lot of employes to make things.

Actually, no self pity here, I've left the company and have never been happier, wish I would have left the Madsen sh#$ show earlier. If anyone needs to look in the mirror, its Madsen and his pitiful direct reports that treat people like c-ap and are running this company into the ground. I comment here because I truly care for my former colleagues and encourage them to own their own destiny and stop believing that HW will do anything for them.

I'll never forget the shock I felt when I got my first negative review and got thrown in the elbow. This was back in 2007, and I think it was close to the start of this dark period of this corporation. I will also never forget the email I got with that review that ended with "I hope you realize the seriousness of your situation". This was after 25 years with the company. I took it personally and was devastated. I toughed it out another 5 years and then walked away and called it a retirement. I see from these posts that I shouldn't have taken it personally. This company treats all their employees badly, especially the older ones. You really have to be a sociopath to be a manager at this company and treat your people this way.

Fantastic idea. Clearwater needs a union in a horrible way. When the vote happens I will personally buy our ceo a bottle of wine, albeit not the $500 variety he is used to.. more like what he has been serving us in the factory..

I found instructions online on how to get started.

As a former director for 13 years, all of your comments are fairly accurate related to the HPD process. It is not mean to reward performance, it is meant to cut costs and merits to support putting all the money in the ELT pockets. I managed people most of those 13 years and it was the same song and dance every cycle. Leaders above pushing block rating to the outer elbows to meet predetermined numbers. Every department has a target to hit and then some. Oh, the other process that is laughable, the MRR (succession planning), that is done sometimes throughout the year and people managers are asked to place their people in blocks even though a review is never done. Kinda like a dart board that leaders pull out the darts and end up placing them where ELT want them. All of these processes are done to check a box and are rarely used. HW is really something.......I actually had myself convinced there would be a better time, but the future is definitely what the ELT makes it. The one word that actually gets ELTs attention, and I know this from working in transitions and leading sites.....UNION. They hate unions because they make their jobs more difficult to cut costs and meet their own goals. Pass some cards around at your site and you will get some immediate love, maybe even get rid of a site leader you don't like or even delay the inevitable for a few years.....site closure.

To @kdz: Perfect summary of what happens at HPD time, and having so many folks in the upper levels who fit the Dark Triad explains how that could happen...over and over again.

They REALLY don't care about us. They see us as pathetic tools and pawns to their glory. They are psychologically incapable of caring about anyone but themselves and maybe a little bit about their trophy families. Cold cement ceiling.

By the way, I deliberately refrained from listing the 3 DT personalities in my original post so people would look it up. Many of us have heard of these personality descriptors, like narcissists, and have our own ideas of what they are, often based on our own experience with such people. I used to think that psychopaths are all serial k!11ers, but that is incorrect. That is why you need to look up the Dark Triad for yourself and see these personality traits you will clearly recognize in our ELT in the context of types of people who fundamentally do not care about others and have no conscience about simply using them for self-gain.

My point in posting about the Dark Triangle is to raise your awareness of the futility of thinking that our pleas for better treatment will ever make an impression on the guys at the top, causing them to have a crisis of conscience and suddenly start treating us fairly. It will never happen because it can't happen because they are programmed to respond with disdain rather than compassion.

Legislation is the only thing that compels them to make small moves that appear superficially to be pro-employee, but are just things like some of the training modules we've been complaining about, and trifling cash handouts to a narrowly defined group of employees.

You need to understand that if you stay at HW, this is how it's going to be. It will not get better as long as the Board of Directors keeps these corporate raiders in charge, which is really what they are. Do not expect change for the better for employees. We will be s**ked dry for as long as we stay. It can't go any other way because they programmatically do not care.

There is no review process at HW. There is a pre-determined grid that your manager must fill with the available employees. In addition during the process we are given our goals and behaviors in an excel spread sheet that we cut and paste into the form. Many if not most of these goals are unachievable but somehow are skewed to show progress in the end. The final review is sent up the ladder multiple times to get additional managers who may not even know who you are for manipulation and adjustments to fit what has been pre-determined. The entire process is a COLOSSAL waste of time.

To @lcx: This is OP. I wrote the first reply to add a little clarification, and signed it OP, as I will this. Looks like some other people agree with me and write well, too.

The Dark Triad personality traits are
Narcissism
Machiavellianism
Psychopathy

@tfl, in my experience the managers are told by those above them what range of scores will be acceptable for their group members, and they then rate their people within those parameters. Yes, as you say, the managers are the ones doing the writing, but they are trying to avoid pushback from their bosses after being told, year after year, that they rated people too high and they need to knock some back to fit the bell curve, as someone else mentioned.

This is how it was in my group. As a matrix manager, the scores I gave my folks for the behaviors were always pushed down a notch or two by their primary manager, and they sometimes reworded my feedback on goals to be less complimentary. They essentially said it was the game they had to play.

Well first of all it reads like the OP and the first 3 replies are all the same person. Second, can you please list what the 3 personality traits of the Triad are? I was reading to find but must have missed it.

The interesting thing is that those leaders don’t recognize the traits in themselves. They honestly believe that don’t enjoy the power and say how much they hate doing this... as they do it over and over year after year like a d–g addict going back to the thing they despise.

So deny and reject and excuse. You stay in the job and you treat people like dirt with lies every performance review cycle. It isn’t your director or VP telling you that puts the words on the form... it is you.

This company is going in the wrong direction. Disproportionate amount of suffering, unhappiness and fear among workers. Each day that passes- things just get worse and worse. Not sure how that is even possible but that's how it feels like. No help or any ounce of honesty from leadership. People stay till they find another place to go. It is a better world outside this company.

BTW, I'm Band 4 so I work side by side with these people. If you report to them, just learn about them so you know what reality is likely to be.