Wouldn't computer activity be a better metric than badge swipes?
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I’m so disgusted with this company I’m just buying my time now I’ve got my 30 years and we were leaving soon so I’m just quiet quitting I basically do Jack all every day
Ford is not a merit-based company. It disregards productivity and performance in favor of social posturing. Promotions are handed to those who maintain the status quo of internal politics, not to those who deliver results. Hard work takes a backseat to networking and conformity.
There has been talk about a new ideal working environment to be rolled out called - S.A.C.
"Streamlined Active Collaboration"
This is where you have a working group within a smaller type room all actively collaborating whilst multitasking on a computer or similar. In this case it's considered a win win as you have the initial badge in the building, collaboration and active computer activity. 3 different metrics to actively track peoples cross functional activity.
I'm suggesting some of these metrics are more important to FMC than time spent in office:
- a-s kissing ability
- being really cool in the way you display your coolness and support of DEI
- being DEI
- talking ability
- having friends and family connections
- people skills like always brushing issues under the rug in a smooth way
- supporting carbon reduction and the EV dream
- going to the right school/s
- saving train and the environment
- having silicon valley pedigree of some kind that will impress the right people
But if we are busy collaborating in person like our leadership thinks we should do all day, our c computers may be inactive.
They don't even need you to swipe your badge. They can track you from door to door throughout the building.
Proximity badges. They are real.
a9 Amen to that. In the 2008 layoff our management team actually put all the unproductive individuals on the cut list. There were 6 GSRs and 1 non-supervisory LL6 who were all retired on the job. The “final” layoff list was circulated to the LL3s and LL4s. One of them tipped off an LL5 that his wife, the LL6, was on the list. The LL5 and his wife made a big stink and let’s just say they both had a lot of dirt on their superiors. The upshot was that our area was the only area in the department that had no cuts. Our LL5 at the time spun a tale that our area had the most critical skills and thus was not touched.
Years later the truth came out. The LLs requested the LL6 be removed from the list. HR and legal advised that it was all or none as the LL6 had the worst performance score by far. Ergo all 7 were removed from the layoff list. It was a most unpleasant experience for the LL5 who was trying to do the right thing and cut the deadwood.
After that the management team just acquiesced to whatever BS targeting requirement was cooked up on high.
And in case you are wondering 1 of 7 still collecting a Ford paycheck, 5 of 7 took a buyout in 2018, the LL6 was SRD in 2019 after her husband had retired.
I think a better metric is a successful business what about you
Productivity has nothing to do with layoff targeting.
You are assuming the productivity reasons given for RTO are made in good faith. It's just laziness. It seems like they're willing to throw out the baby w the bathwater using the blunt instrument of badge swipes. If folks end up on a list because of vacation, they're ok w that.
Otherwise, they'll have to do major scrub of employees (what they're working on, whether they're in a protected class, what would the severance cost).
They still might have to do that but they can shrink the work by prompting folks to leave.
Then, it's not as easy to get rid of people.
They are monitoring both and correlating the data.
Believe it or not there are Ford employees who give their ids and passwords to others to do their work. those scammers are going to have to up their game.