How long did it take for you to realize this is not the same place it was when you join? Or alternately, it was not the same place you expected it to be when you joined if you've only been here for a few years? I'm asking because I see so many people who are still in denial and who defend HON ardently and I keep wondering what will it take for them to see the truth.
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Today. I heard that someone from another program is coming to the one I work on as a tech 2, while I remain a tech 1 after 2.5 years plus the time as a contractor. She is apparently only coming over because she and the guy she was seeing in her program broke up. I don’t understand how that translates into get a “promotion” into a program where you have to start over and train from scratch. They just keep making up the rules as they go and give zero sh--s about what the rest of the seasoned techs have to say.
It is the same, it only differs in appearance. they will treat you nicely when you are new in order to lure you in, get you on the hook, convince you take out debt. then eventually they will begin the typical process of trying to squeeze as much as they can out of you with constant threat of firings, layoffs, abuse and demands of mandatory unpaid overtime forever. Then you will be laid off or forced to quit after a few years. You were just at a different point in the Honeywell employee processing system.
UOP was doing great until 2007 when Honeyhell came in. Not so much now.
I was hired in 2010, I knew within 6 months I had made a huge mistake. I did not think I would last 2-years. Surprisingly I lasted 10-years. D.C sucked the blood out of the company leaving nothing but scraps for DA and his cronies to gobble up. I am shocked that no one has gone to jai yet for what they have done. I fear for them on judgment day. As for me I am now working for a smaller company, with great benefits, treats people well has great products and a bright future. If not for greed Honeywell could have been all that and more. Sad to say Honeywell is dying a slow agonizing death. I will not be buying any books by DC or DA bragging about their performance. LOL
It started with DC and accelerated under DA. Allied was a great place to work until DC. DC completely changed the corporate theme from making great products better and satisfying customers to simply trying to use Honeywell to enrich themselves. DC and DA have no concern for the products or people. If they did they would be visiting plants, checking things out. They just try to figure out how to turn the company into a pile of cash - for themselves and to make WS happy. Sell parts of the company, cut expenses, cut people, lower labor expense, zero inventory, make deals - these are the new goals, that's all WS understands.
It started soon after Allied bought HON.
It quickly accelerated soon after the aborted GE merger. The merger activity acted as a training ground for HON (mostly Allied) upper management, who loved the GE model. Even though the merger didn't happen, a lot changed soon thereafter.
Unlimited vacation huh?! HA!!! Just TRY to use it! Old timers such as myself (thankfully able to retire after 30 years because my wife had an awesome job) know that is a load of total BS! New hires are fooled into thinking that they can actually get that, but they won’t, and old timers actually came out behind, not being able to take as much time off as they used to.
I joined Honeywell in 1989, and the benefits were very nice back then, but they started to cut back, slowly at first. But things went TOTALLY downhill after the Allied Signal merger and Dave Cote taking over the reins.
@xrz
Now you have unlimited vacation. More bennies than before
I'd say about 2005. It seemed that for many years starting around 2005 each fall there would be meetings about policy changes which for the most part meant reduction/eliminations of some benefits. Some posters cite around the time Allied Signal purchased Honeywell (red) but i remember that within the first year or so there was a push to standardized the policies/benefits and the company strove to pick the best, most beneficial to employees. Example in my case as a AS employee I had the max of 5 weeks of vacation Honeywell (red) policy offered up to 6 weeks. So the go forward policy was adopted as a max of 6 weeks and I gained an extra week. When the furloughs started my wife (also a Honeywell employee) and I were happy campers. We were 55 + at the time so getting riffed would have very bad but the furloughs in effect offered us another week off granted unpaid but we enjoyed the time off and no threat of loosing our jobs when we were getting close to retirement. Seems like a lot of companies should have used this strategy during the pandemic as now all you hear is them begging for employees. Even some of the major airlines are claiming pilot shortages. Well you laid them all off what do you expect? I must say it's a real shame how such a once great company to work at has went to he-l.
Think it was the slow boiling of the frog, incremental deterioration of recognition programs, benefits/raises, ethics, almost yearly layoffs then someone’s id--tic idea of furloughs as a backhanded method of pulling money from employees, all to appease the Wall Street gods and their bonuses
When did it hit me? Expectations did not align with reality literally the first day I started working here. My manager told me to be quiet and keep my head down after I asked him what I was supposed to be doing. Apparently I wasn't hired to do work, and I was only brought on to fill a seat.
It seems to have begun after the 2008 financial crash, and DC realized the stock price hadn't increased since he took the helm. No increase in stock price equals no "legacy" and no book deal. Cost cutting, benefit cutting, and off shoring began in earnest in 2009.
I’m an ex-Garrett, Allied and Honeywell employee. The company fell when Cote-Allied implemented 9-block rating and mandated employee placement in 2007-ish. Cote was a Jack Welch crony and followed Jack’s 9-block system. It’s important to note that it fell because of CEO not the company. Unfortunately, Cote not Darius didn’t follow other companies who eliminated the ranking system because it caused discontent and ki---d moral. Companies like ; GE, Microsoft, Xerox and many others. Google employee rankings and you’ll see what happened.
The 9-block is still causing severe issues as seen by first line managers who issue inappropriate reviews and forced rankings in the Lower elbow area.
How do I know? I was forced to rank undeserving lower elbow percentages for 15 years. I fought it to Corporate with no impact on change. I tried my best. The only way out is for ALL USA managers to protest simultaneously by not placing employees in lower elbow. It might get attention and change.
For the old Honeywell regime employees, Garrett/Allied was a great company too. It was one man who ruined it; Cote
My employer was bought by Honeywell a few years ago. At first I thought it would be good to be owned by a large wealthy company. Since that time, there has been a furlough, negative changes to the 401K plan, missed yearly salary increase, then a very minor salary increase the following year. Meanwhile, executives are receiving massive compensation while allowing experienced talent to walk out the door. I have since discouraged 2 young engineers from joining Honeywell. One of them works with an ex Honeywell'er and he thanks me every time he sees me. I'll retire in a few years or just quit if Honeywell has another furlough. There are plenty of opportunities out there if my Linkedin account is any indication.
The slide started when Allied Chemical and the Signal Companies merged back in the '80s. It went down the toilet quickly when MM got involved in the supply chain, which is, what, 6-7 years ago now. Sure am glad I'm out, though I mostly enjoyed my job right up until MM.
Things have been going downhill for quite a long time but the biggest shift was when Allied Signal bought HON. Anyone who was around back then would probably agree.
When Allied Signaled HW. It went down fast.