Rumor has it they walked out the VP of Engineering today. He was the chief engineer for G650, the most successful airplane GAC and GD ever had. This is a sad day for Gulfstream, superior Engineering earned our market share. Pres Henne continued that. The current clowns running Gulfstream are all Ira’s people. Let’s be clear, this RIF is a failure of the “Leadership Team”. They won’t suffer one bit though. Many people know a lot about their corruption...so let’s see what happens. G500 and G600 were disastrous. Letters to magazines and media about GAC corruption are flowing. Why are there so many Engineering directors, managers, and project engineers. In fact, why is there a project Engineering org? Useless as Human Resources
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We've lost 2 former Chief Engineers in 3 weeks (G280 & G650).
A company like Gulfstream should not have a leadership development program. Either the person has natural leadership ability or they don't. The HR brain washing doesn't make a person a leader, it makes them a patsy. Gulfstream has deviated so far from who they were since the hiring of the HR VP in 2015 it's unreal. Fire about 95% of HR and about 50% of management as a first step. Then and only then will people think Gulfstream is sincere about getting better.
What is the LDP?
Plead guilty, because they were guilty, your management
Let’s compare the resumes of candidates for that chief engineer job and see if it was fair. My guess is GD won’t want to
Wow, great point, I am pretty sure they look at demographics in engineering, then try to change it via hiring and promotion. Yet the demographics of Human Resources is so skewed it’s nuts. Can we talk about that? Also why every member of HR is treated as a manager and has an office?
I’ll bet there are records and people that know
I’ve heard stories that Mr Burns did a few weeks ago, but do not have firsthand knowledge, like the other things
Who bought GD stock knowing a RIF was coming?
Funny thing is, that if GAC tries to get back at the people posting on this site, as retaliation, they will have to apply for a court order, which will enable discovery on both sides, and depositions can be really painful. Not to mention it would be just another nail in the Gulfstream coffin- telling employees they will get fired for disagreeing with the LT OR HR.
Somebody that knows
Discrimination of any kind is wrong and illegal. The second an immutable characteristic is considered, there is discrimination. What I am stating is fact.
It’s just silliness that adds nothing to GAC bottom line and in fact, hurts it.
Good golly, I’m glad somebody finally looked at the elephant in the room and said something. How sick of the Diversity and Inclusion boards and the ad nauseam pushing of political agendas. Diversity and inclusion is great, as long as you agree with them. Who’s looking at the demographic inequality in HR? Nobody, yet they have pseudo control over everything. Give us competence and good decisions- not forced compliance to some political construct. Like this if you agree.
I don’t understand why they didn’t reorg the .org charts to what they should be then make people apply for positions in the new org. Seems a lot fairer and much less painful to all employees suffering through this, wondering if their families will be ok. But reading other posts, pretty clear we are not getting great decisions from those running Gulfstream.
Great point, and it goes without saying that none of those things have to do with competence and skills; that is you can have 12 toes and be the greatest engineer in the world or you can have 10 and be horrible. It’s not a criticism of someone with 12 toes, if they are not most qualified for their job and you call them out on it. What we need is good leadership.
Agree with previous poster, gender, race, number of toes, eye color, or who is your brother or best friend should NOT be a consideration AT ALL for hiring, promotion or anything else. Put smart people with talent and experience in their respective areas in key positions, and you will get good results- don’t and you won’t. Saying that, I think we all know that isn’t always the case.
The ironic thing is, the way Gulfstream sees it, it’s alright for management to tell employees they are not doing a good job or are incompetent. BUT, you dare you as an employee tell management they are not doing a good job or question their competency- they retaliate with a quickness. When Gulfstream changes that, we truly will be on the path to getting great again.
That’s what happens when HR dictates the questions asked at interviews and who gets hired and promoted. “Tell us about a time you failed and how you handled it?” Instead of “what do you know about airplanes” or how would you address a fatigue issue.
I think the point is Gulfstream would be best served by putting the best people (most talented and qualified) in key positions, rather than putting people in those positions for some immutable quality or who they are friends with. Everyone is entitled to opinions of competence, but should focus on results.
It seems a common theme is that there is a shared perception that many of the people in current positions are there for the wrong reasons
Rumor has it that anyone I. Engineering Management will no have to have been a military pilot’ preferably Air Force.
Too many Group heads who sit around in their office doing nothing all day. Managers who waste time travelling and doing non worthy projects.
Directors who keep stowed away in their offices insulated from the real world of building airplanes by making up spread sheets that are falsified and worthless.
Hope the RIF s—s all these worthless layers of management out of GAC
GD hope your reading this and taking note.
Cc:d to GD president