If Honeywell keeps laying off experienced employees and bringing in barely out of school replacements, something is going to break really soon. I'm not even blaming the newcomers - some of them are actually trying, but they receive barely any training before they're thrown into the fray.
Can we at least provide them with some proper training, and make their and our lives at least a tiny bit easier?
Since Allied bought the place I could tell they didn't value employees right away, and actually viewed us as a detriment. Especially when they decided to mess with the pension, costing me $400 a month of what I had been planning on getting. Since increases no longer get figured into the pension, I have much less reason to hang around. Maybe that's what they want. I'm probably going to retire a year earlier than I was originally planning. I used to really love the place pre-Allied. But I don't feel any joy at work any more. Not that I don't like my co-workers and immediate managers. A lot of us are ready to go and I think when 1 or 2 go the rest of us will leave to not get buried in the other's work. I'll always have fond memories of working for Sperry though.
Good luck, they think what we do is simple and it takes 5 seconds to train. In some cases it is a lifetime.
Management doesn't care to understand the hard working people of honeywell. Just keep pounding on them as hard as they can until they snap or quit. Then they hire a young black badge who knows nothing and the defects and sc-ap rate skyrocket. Management at Sky harbor is ignorant and horrible. Their management styles promote hate and discontentment. They want the older workers to quit so the hardware can be outsourced and will off the hook on paying severance. I'm astonished that something horrible hasn't happened already because the c-ap micromanagement treatment of the hourly employees.
Training on how to make parts and regulatory requirements and customer flowdown, etc. Not leadership training or project management or lean expert, etc.