In a meeting today, we were told that the coming cuts would be done over the next few weeks. Rumor has it that this RIF will 40% of Aero. A director told us that first line managers up to senior directors have no input or visibility on which personnel they will lose. It's all being done by HR.
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Honeywell has followed the same path as Boeing with respect to off-shoring of engineering work. You see the results at Boeing, an airplane that may never see revenue service again, loss of customer trust in your product. Thank you management for choosing the almighty dollar over product quality. Honeywell is going the way of the dodo bird. Good luck.
For Aero, between the Mahoney re-org creating SBUs and the recent engineering "transformation", the org is too top heavy (expensive). Using the COVID excuse and recent "title consolidation", I see a deep cut across engineering, and then another re-org/retirement to reduce leadership to a manageable level. After this, hiring off-shore will begin to fill gaps.
I retired from Honeywell a year ago, head count at my site site was approximately 60 - head count is now at 25. 2 other employees with almost 20 years of service both quit within 90 days of my retirement? This is in addition to closing a site in Texas in February of this year and Anniston sometime in 3rd or 4th Qtr. People please take notice Honeywell does not care about you. 2nd quarter numbers must look good Covid or no Covid. If you want to keep working for Honeywell transfer to where thy are making PPE. There are jobs outside of Honeywell even in this environment
Managers generally don't get laid off in a RIF. Managers get it in re-orgs. I think it was about a year ago, maybe less, when the first layer management position was eliminated at Deer Valley. Some managers stayed managers, some were moved to technical positions, and some were laid off.
Does anyone know if any Business Presidents, Business or Function VP’s, General Managers, Directors that have been RIFed? or should be fired to improve future growth and profits and reduce the reduce the number of RIF’s between the end of the quarter RIF’’s?
Too many layers of director level and all they do “it done yet”
All upper management and directors need to go as well for bad management decisions
What about SGN?
Honeywell RIF process is very quick, controlled and very scripted once it starts
- Manager schedules and sends 30 minute mandatory meeting notice
- HR blind copied on meeting notice
- HR listens in and may records conversation to make sure Manager follows process & document
- Standard RIF script read by manager along with terms and conditions
- You are ask if you have any questions
- Release Paperwork mailed for you to review, sign and return within 30 days to receive severance
- If you are in the office you are given a box to collect your personal items, they take all your company supplied property (ie. Computer, cell phone, security badge, company keys if any provided) if you are remote they send you a fedex box to ship back all of the above next day air.
- You are gone!
Deep cuts means deep cuts to individual contributors. Management is not seeing reductions. They still have Mahoney on staff doing 'special projects'. First cuts in any organization should be always from the top down. Get rid of managers that are there filling a quota, etc. Let's start at a 50 percent management reduction then start to look at skilled labor.
If HR and Directors are solely making the decisions on cuts this deep, then its extreamly likely they are packaging aerospace for sale. Standard Aero, GE, Solar Turbines (Caterpillar) would be natural US landing spots. And a boatload of asian companies would jump at the chance if the US government does not stand in the way. I don't believe honeywell makes a single product that has turbine temps high enough for the federal government to intercede.
Yep, once submitted can't rescind. That was stated 3 times in our call. Will start next Monday if not this Thursday. They seem to be moving awfully fast. It'll happen before end of Q2.
Rescind? Our communications were explicit in that a signed and submitted volunteer document was "irrevocable".
Today was voluntary deadline. 10 days to rescind. Then 1 week to finalize numbers, RIF 1st week of July. Happy Independence Day
Heard the same thing. Between the 2 Aero RIFs, it's 35-40% of non-production employees. Decision on employees to be RIFd was made primarily by Tier 2/Tier3 VPs. Most directors/sr managers/managers had zero input. They were told who on their team was going, and found out which of their employees were on the list after last week's announcement. VPs who don't have a clue what people actually do made the decision. If you thought it was a cluster f— before, just wait.
i'm hearing its 25-30%-it will be deep. yes some orgs could see 40% or more. some directors are involved, some are not. it depends on the flatness of the org.
meetings have started with effected employees. details will begin filling in now
At least make up a more believable number
Rumors aren’t fact. 40% is a bs number. I know for a fact that Directors have input.
After so many years of RIFs doesn't DA think "hey maybe the leadership team s—s at strategy?"
If cuts are really that deep they might as well just close shop and exit Aerospace altogether.