I miss those days, a lot. Remember when working here was something to be proud of? Back then, everyone knew the Ford name for its quality and all the good things it stood for, and not the layoffs and failures it's known for now. Those were the good old days.
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Lately I wonder if there ever were good old days @ Ford during my career or did I only think they were good as I was young and naive?
Early on I worked tons of unpaid OT implementing new ideas, improving old processes, teaching old timers how to use computers and automating tasks. I thought Ford was the greatest place ever. At the time I had no idea that a s*ton of people were all taking credit for my work and ideas, and spreading the “not leadership material” tale about me and blocking all my transfer requests and promotional opportunities. Then I pulled my head out and realized what the Ford culture actually is. Once you see it you can’t unsee it.
In retrospect the Ford culture has always been what it is. Mulally drove the behaviors underground while he was CEO, but once he was gone the behaviors reappeared as the vast majority of Ford leadership were promoted on cultural behaviors not merit.
Nice try troll
Probably the worst ratio in the history of this board
...Management is erratic...
At every level
3aH09: you are a raciest….
The old days???
Back when it was entirely white men? Is that what you're saying?? Those gold old days??
Mr. Farley made it clear that Ford was WAY behind our competitors when it came to DEI. He has fixed that problem.
And with our confidential DEI initiatives just being kicked off now, we'll be sure to keep this a great company to work at.
Ford dumped 2/3 of ICE engineering and now look. They need them back. Lots of people who had been through many fire fights and valuable experience were thrown to the curb without a chance to pass on their knowledge. Billy and Farley nice job
Too many executives.
@tlg+1ux3aH09 The problem is walk the talk. Yes, everyone at Ford, and outside Ford, knows we have to improve quality. The issue is how we do it, how we should be setting in place the steps to improve quality.
Personally, I'd start by bringing back all the quality people let go in the last few years. But can I do that? Nope
Then I'd bring a lot of the outsourced jobs back to the States. But can I do that? Nope.
Then I'd trim management, and reduce the LL levels. But can I do that? Nope.
Then I'd implement the ideas from the folks close to Prod. But can I do that? Nope.
Then I'd change the processes at Ford (meaning reducing some of the red tape, and last minute changes). But can I do that? Nope.
Then I'd set some accountability. You sc--w it, you get sc--wed it. You get it right, you get recognition and $$. But can I do that? Nope.
Then I'd reduce complexity and redundancy in our vehicle line up. But can I do that? Nope.
Then I'd reduce our obligations with the union, until they can deliver quality. But can I do that? Nope.
Then I'd make sure we compensate and promote based on merit, not DEI. But can I do that? Nope.
So how in the he-l can we, the GSRs, improve quality? We need managers to come with these ideas, and the steps to implement them without destroying the company in the process. But what do we get instead? The C-suite and the management just keep repeating like parrots the mantras "improve quality". How are we supposed to do that, when we don't have any real power to do anything in this company? We don't get the real instructions from management (and we should).
“Frank” talk? Did we watch the same town hall? I can’t remember the last one where anything of substance was talked about. The senior executives are clearly out of ideas and in over their heads.
It wasnt that long ago. It was thrilling to be there with Mulally as our leader. What the heck happened?
I used to be really content to come to work. But after the layoffs in 2006-2008 and how it was handled, I still have PTSD and distrust in management. I still like my job but I'm a lot more careful about collaborating.
If you are thinking of leaving a job to work at Ford and happen to read this, DON’T DO IT!
There is nothing but anxiety and slush for you. Salty slush. Nasty stuff.
If you weren't moved by the frank talk from our leadership at today's GTH, I don't know what to tell you. It's a much different landscape from what you are remembering long ago. But the future is as bright as it is challenging.
"This is why you work just hard enough to keep your job. And take as much from the company as you can get. I'm 10 years Ford won't exist anymore."
If you down voted this you are a dolt. This is capitalism and how the world works. Everyone is trying to get the most for the least. Employers aren't the only ones who get to play the game this way. You want to work for a dream start your own business, otherwise...cope..
Back in the good old days when one of you clowns thought it was a good idea to soak a timing belt in hot engine oil?
This is why you work just hard enough to keep your job.
And take as much from the company as you can get.
I'm 10 years Ford won't exist anymore.
Management is erratic, weak market position. Realistically there is nothing securing Ford's market position other than they are a large company and brand loyalty (which is being eroded apparently). Enough companies do what they do to where if they went down tomorrow, the void would be filled. Not for people being employed, but for vehicles. When you work for Ford, or any other automotive OEM, you had better make sure the pay is where you want it because you are taking a risk being employed there. It needs to be a fair exchange, which is why I think the bonuses are higher than a lot of industries. They need to give people a reason to take a risk being employed with them.
What you are witnessing these days is a broken system with no guardrails. The guardrails were in the form of the most experienced employees being placed in positions of influence to avoid failure. Now: it seems the psychopaths in charge relish in failure but spin it as success. Creating new orgs with new management chains that don’t earn the company a penny. The old days are a distant memory; there is no going back. The train left the station post 2014; we will continue to downsize/ abandon the market to the point where we are ripe for M&A.