Thread regarding Honeywell International Inc. layoffs

I'd love to know which 5% of the "senior management" were PIPed as well. Unless they are all from Lake Woebegone, they can't ALL be "above average."

Lol plenty of people still there.

After 30 years of good reviews, I was PIPed twice in my last 10 years. I made those scums pay for it. At least in Aero, if you weren't dead wood and you were PIPed, you were "excused" from being PIPed the following year. So after both times after I was PIPed, I instituted a 30% slow down on my effort. I accomplished a lot of personal tasks during those slow downs, and certainly came out ahead even after losing the skimpy 2% raise and MIP. Those MFs stuck it to me,so I stuck it right back at them.

Having said that, if you have pride in your work, being PIPed to make the quota is demoralizing and stressful, even if you know the bad review was completely manufactured. I came out ahead $$ wise, but with the stress and anguish, I certainly wish it never happened. HW may save a few bucks with the PIP quota, but I really believe that being PIPed takes a couple of years off of your life.

The 9-block done twice a year is extremely shameful where people managers are given a mandate to follow for a 5% of members to be in the lower blocks. Despite all the complaints, people still toe the line and rate their 5% of the members and conjure some lie on the elbow employee on why and where the areas to be improved. Its a complete farce repeated every year.
If every member in the team performed well and you have no reason to 'elbow' a team member, the HR will then point out the goals where too simple and you that are rating should be elbowed for having too low an expectation. One never wins in Honeywell especially in ISC.

The 9 block will be a mainstay under leaders like MM....it is nothing more than a cost savings tool. As a former director, I pushed back on this process 2x per year because not only was it used for YE reviews, leaders also had to forecast where their people would sit in the 9 block at mid year, but you could never tell the employee where they stood because it was just a cost forecasting approach. I experienced 9 block changes by HR regularly at the 11th hour just to fit a curve. It was move this 5 block to a 6 and so on. What a waste of time and this has nothing with driving performance. HW definitely has one thing right "They say they are a pay for performance company", what they forget to tell you performance is not defined in what you deliver or accomplish, it is a moving target and it doesn't really have a definition that can be shared. It's based on favorites and who ever agrees and nods their head to the ridiculous ideas of MM. The VPs surrounding MM are proof that this theory is 100% accurate.

"working here wouldn't be so bad..."
I recall the time years ago when the entire HR department in clearwater had to be suddenly promoted due to offensive and sexist comments.
The whole site ended up standing around in circles while a consultant gave us "diversity" training in the avicenter conference room. If I recall the offensive meeting had comments along the lines of "women engineers can add anyway". All of the HR folks got "promoted" away before the law suit hit. They settled with the women that complained.

I'm glad to hear some managers have the courage to speak up against the 9-block abuse. It is indeed shameful. I wonder if the HR trolls who must surely lurk on this site also feel shame. They are certainly cowards as they never show up to offer counterpoint justifications for all the HW hostile and unethical practices documented on this site. Please quit hiding and debate us. Tell us why we are wrong.

Almost all my colleagues that were put on elbow quit, having worked with various departments, it deteriorates overall performance when they leave there is the lagged hiring/training, minimum 6 months of lost manpower.

That ugly reputation has stuck with Honeyhell

My last week is this week, it’s gonna be a great thanksgiving I’m gonna be thankful to leave this armpit of a company.

Never ending supply of slaves to row the ship. You drop out there's always another ready to take your spot. Work hard and don't complain or leave. you aint changin nothing

To the poster… Honeywell Engines has never designed and reached production on a new engine centerline this century. The HTF7K and G230 were designed in the late 1990s and certified in the early 2000s. Lots of this designing was from built up knowledge of the workforce from the 1980s.

In one sourcing case, ALL suppliers refused to bid part making work because we didn’t have CAD models to provide. CAD models have been an industry standard for about 25 years. The suppliers had to explain to our leadership that they use CNC or additive mfg from the CAD models to make molds (as opposed to a machinist turning dials or hand blending guesswork). Most drawings were computer renderings front he 1990s, but some where hand drawings from the 1970s.

I worked at HON from 2003-2020. It’s all about reducing the workforce and outsourcing. When you think they are outdated by using a 9-block, it’s really just one small metric on a product line that has failed its stock holders to keep up with the times.

PS. I am now on the production floor at a new Aerospace OEM and they are working on pushing the product envelope with upgrades, so the ‘it’s the industry’ excuse doesn’t work, because I know better now.

Ottawa Aerospace Ruled by Viatnam
100% you will not get hired if you are not Vietnamese. What a shame this country has become, the tribe sticks together like glue and they outcast all Canadians. How did we allow this to happen in our country? When was the last time a Canadian was hired for the production floor?

You ask how to change it? Easy! Just get another job at another company that is not full of s**t. Problem solved! You're welcome!

Agree with the experience and situation as described, also under Tim M's umbrella. Hope you landed a better position or are enjoying your pension benefits in retirement. As a tier 5 manager for 10 years, I had to participate in hours of meetings twice a year with our T4 and 8-10 other T5's spread across the entire US, Puerto Rico, and Toronto, trying to compare my team of engineers to everyone else's teams without having the benefit of even working with or having met most of the other teams' resources. Any mention of a trivial performance or behavior issue risked getting your employee in the outer L, no matter how well they had performed in the year or how valuable they were to the organization.

At Moneyhell the HR Division has "financial performance" goals as does all of Aero, or the other businesses. HR merely resides in the businesses - they report directly to Corporate. Serving a similar purpose as "Political Officers" stationed on every Soviet ship and submarine during the Cold War.
Ever since HR was turned into a Profit Center the lives of employees would never be the same. I watched my work environment deteriorate since the 80's, until the "great RIF," and it was a sickening sight to behold. Gone were the days employees could go to HR with their problems, because the moment the switch got 'flipped', the employees were the problem... always.
A friend of mine was married to an HR manager and they were attending a party of Aero executives. Most assumed he too was "one of them," not merely a spouse, but one high level HR person in a group of partiers said, "You know, working here wouldn't be so bad, if we didn't have to deal with those Engineers."

HR gets paid to Fire, and they get paid to Hire. HR is there to make the company money and to protect leadership from lawsuits. They are never your friend.