I miss the days when being a top performer on your team meant that you'd either be promoted or get a nice bonus or receive some other benefit. Nowadays, the only thing you receive is more work sent your way. That's it. Which is a c-appy way to treat your best employees, to say the least.
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I'm not a boot licker nor is my nose brown. I have survived at Honey for awhile now. I am also missing the good old days. I do have to get along with such people so I fit in but gimme a break, don't call me that.
Wow. Someone really has no clue how the military actually works, and it shows.
Military Analogy:
If you have a whole bunch of Privates (enlisted) on a battlefield and NO officers to tell them what to do, those Privates will organize themselves, elevate one from their ranks to be their leader, and together they'll carry out their assigned mission. A Band of Brothers.
Now, let's say you have the same number of Captains (officers) on the same battlefield, with NO enlisted men to do grunt work and take orders - Not ONE of those Captains will demote himself to the level of a Private to do the REAL work required. They'll argue among themselves, while the enemy picks them off, one by one, till they're gone. A Ship of Fools.
The latter case is what you have at Honeywell (and most super large companies), TOO many executives and not enough workers (classic upside down pyramid organization). Things don't get done and every executive's daily order of business ends up being the backstabbing of others to justify their own positions.
Old Honeywell (pre-AlliedSignal merger) was excellent, almost to a fault, in keeping the pyramid big-end down. AlliedSignal was a classic "GE Title Machine" where, once a person got their coveted "VP" title, they promptly hired an 'executive placement firm' to get them the hell away from what they knew they couldn't fix. There's nothing like "officers" running in battle, leaving the "privates" in a battle for their own survival, but THAT is the culture of modern big corporations.
Only the boot-licker and brown-noser stay afloat in the industry of today.
Ya, be careful all you young Honeywelers, I know personall of 2 High performers (Block 2's) that got ousted in the last 6 months. Guessing they made too much $$$ to keep around.
Somebody else said it best in another post.
Honeywelll is full of managers, but very few leaders.
We feel your pain at UOP too wish they just stop pushing all the political network stuff and metrics stuff. Let us do our jobs to keep things in line or hah in spec and move on.
never understood why allied took the Honeywell name until I looked at the history of superfund sites.
Omg. I am so embarrassed to work for this company.
Stop pinning for the old days! MoneyWell stopped being Honeywell on Jan 1 2000. Live in the now and leave!
The old HW is gone, look at the greed from Darius and his leaders. They only care about themselves and the money they make every year is evidence of that. The strategy to to close almost all sites and sell packages of the business. Why do you think aero is being put together in hubs. The only way to make Darius richer is to cut costs, sell pieces of the business and when the software industrial dream is NOT reached, Darius will be nowhere to be found, but he will have lots of his former employees money in his pockets. The layoffs will continue folks, so look out for yourselves......there is and end game in play and it is well know with folks that have worked in GS&I.
The old Honeywell was trying to grow the company and worked to retain the best employees while producing high quality products with features customers wanted. Managers had the ability to make independent decisions to actually lead their groups. Successes were celebrated with monetary compensation at all levels.
The new (Allied Signal) Honeywell sees employees as a cost. They work to retain the lowest cost they can get by with and keep the business barely functioning so they can spin it off at some point. The goal is to produce marginal products and for marketing to convince potential customers that they should pay more for the mediocrity because it says Honeywell on it. Managers are now told what to do, what they can say, and who to eliminate via targeted metrics. Successes are shared with monetary compensation for those at the top, and higher goals for those at the bottom. Stock price is the only thing that matters.