There's nothing to keep them here. How many great people do we need to lose before somebody at the top notices and realizes that there is a problem? Or is all of this just part of their plan to reduce costs by reducing the quality/experience of employees?
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I've been impressed with the younger generation.
I think a lot of these posts are just old univac programming boomers.
Most left long ago.
I have an interview this week.
Agreed, they need all the yes people they can get because no one else in buying the BS
Honeywell wants followers, that's it. If you can think for yourself....get out now, because the pompous id--ts running the place NEED yes men underneath them. Just taking the example of the dumpster fire posing as a purchasing organization. EVERY supplier charges 30-40% more to deal with HON....but hey, as long as we get our 180 day terms, we're fine with that. That level of stupidity tells you everything you need to know.
Those with dignity and self-confidence refuse to be servile to blustering Type-A blockheads with nothing between the ears.
I am highly qualified and experienced. I made a significant and tangible difference to the business I was in. I got riffed with other very competent colleagues.
My manager had close to no qualifications, had only worked in a tiny 'local' companies and genuinely had no idea what he was doing. He screwed up everything, was pathetic and needy and disliked by all the business but somehow was retained. Go figure.
HON is a great resume builder, as a corporation they aren’t very smart about retaining good people, but they also are willing to rehire people that leave at a higher level, so I just chalk it up to lack of investment in an internal career development strategy
Fire knowledgeable people, then loose business, then fire the id--ts they thought could replace the knowledgeable ones at lower rates, then congratulate management for doing a great job. That’s pretty much the business model of honeyhell.
Look at UOP, text book example
This is the plan. Drive out the top performers and welcome in the new, fresh people who make less and think that hard work is rewarded at HON. By the time they figure it out it isn't, HON already got the best years out of them just like it did with us. Wash, rinse and repeat.
Is it all part of making the reset/change cheaper? It's looking more and more like Honeywell wanting to be an international company with as little exposure the the United States as possible. I wonder why? Executive compensation is why. Nothing else!
Good people cost money and have experience. They (we) are no longer of interest. Oh boy.
The people at the top are the problem.