If you're a people manager and has less than 8 people reporting to you then chances are either you will become an individual contributor or being let go.
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It is coming ...
So they’re going to keep the ‘Senior Supervisor/Manager’ that has several teams under them, and has absolutely no clue how each team operates or even what they do - but get rid of the lesser-paid lower-level management that works directly with their team and is many times already also a contributor… makes a lot of sense, but I guess on par for HW
@6aqd+1mY4wWrf Indeed, Honeywell is the gold standard of the 'Peter principle' and should be made a case study.
I worked across all SPS businesses until I was strategically removed by a so called leader. I witnessed a brutal decline in the last 4 or 5 years, I saw the quality of every team plummet before my eyes as good people got sh1t on and either left or were forced out to be replaced by people who had no business being there. Personally my crime was honesty and professionalism. These are not skills that will fair you well here I am afraid.
These failures tend to be treacherous as well ... they are paranoid of being exposed as the worthless frauds that they are, and will be constantly on the lookout for anyone who appears too intelligent or asks too many questions.
@6uot+1mY4wWrf Your describing the "Peter Principle". That's how the corporation got to this point.
Many now get promotions due to rapid attrition and a historic low pool of qualified workforce. If you are hopeless now is the best chance you will ever have of a position way above what you deserve.
Many valueless mediocrities swell the ranks of management. Many are hangers-on and parasites who got their jobs through connections.
Don't even hint at a source or any information that can give HR a clue.
Probably pointing out the obvious but below is HR.
Source? Which groups?
I can give you some names for Sky Harbor
Make that HR too, the worst of any company I have worked for by a long, long way. They are worse than a customer helpline for a cable company!
If they are not making 'mistakes' on your pay or tax they outright lie or just completely ignore you. It took me months and legal threats to get them to correct a large mystery tax additon and to get them to fulfill other legal obligations. They are just awful, when my colleague got riffed they failed at all correct close out formalities, all he got was an anonymous HR direct email and we he finally got an answer it was wrong or random contacts to completely irrelevent parties. His only way through was to piece together from web research the correct contacts, companies and procedures and to right a full set of instructions that he harrassed them with for weeks. The worst of the worst. If VK knows anything he should make that a priority. They are disgusting.
Start with everyone in the IT department who does not sit at a site that makes product. Everyone in charlotte. Everone in detroit. Everyone in north carolina.. you are too far from your customers and your org is a bunch of incompetent paper shufflers tied to systems that just send work endlessly to other people.
In aerospace EVERYONE is a SENIOR.. mgr ,director, program mgr,....
"If everyone is super.."
Sounds like more of the same old same old. Before DC HON went on a cut band 5 and execs by 50%. They did, however within 3 years most positions especially VPs were replaced. Same in the 90s with shop floor managers. Mandate of at least 15 reports. Sounds doable. However most had closer to 20 reports on day shift and probably 15 on swing. Of course, that became unmanageable. Pretty silly to expect a manager to write 30+ performance reviews especially when close to half of their reports have very limited contact with their boss.
Hopefully this is across the whole entire company. Plymouth and Minneapolis Minnesota. They have way too much management.
They should also get rid of all supervisors. The group leaders do everything that they do anyway. They also get paid less.
The company Should get rid of all supervisors. You just need group leaders. They get paid less and they already act like supervisors.
With all supervisors gone, you can save lots of money. Just keep cutting management like you did with the engineers , there's plenty of people that will bend over backwards for this place. They'll do anything to try to get promoted. They love working any extra hours. You promoted them correctly.
By the way ! The group leaders can also work on the production flow line. They're totally 100% company.
VP and Director level should be the first cuts.....so much BLOAT!
Would this be VK's first move taking over the CEO job?
I would say cutting the worse-than-useless "senior management" is more effective; but it would never be done that way. He would probably cut the old team and install a new one, especially those from a certain geography. We'll see.
Yes, let's get rid of the people managers and leave the bloated upper management alone. That'll save some money!
Finally, too much middle management in Honeywell.
I don’t think this means that it isn’t coming also to us peons.
Wow, this is actually a smart move for Honeywell. It is bloated with 'management'.
In my old team it only needed one team manager but they decided to have a manager for each business line so you literally had a manager with only 1- 4 reports per line. The director loved this though as he just delegated ALL his own work to his cluster of managers and mastered pretending to look busy. I would love to see that guy forced to earn his huge salary!