- Double the Bonus of GSRs-LL6
- Admit lower profits were due to mistakes by the Leadership not GSRs.
- In the GTH show real metrics of what is being done to fix quality
11 replies (most recent on top)
I am LL5+ level and have been in meetings with JF, JL and DF and they are delusional. They actually think their plans are brilliant and the only reason they fail is because operations (LL6 and below) fail to execute their brilliant plans effectively. As long as they are our leadership the Ford Sh1t Sh0w will continue.
No. More money definitely motivates me. Corps love people to think otherwise.
How about this. You give me 1/4 of your oay, and I'll give you 1/4 of my meaningful work?
More money will not increase morale. It's a fallacy.
Good leadership.
Job security.
Fulfilling work.
That's what increases morale. And all three are severely lacking here.
@wxl+1r7dstc3 : Is this a sort of apology?
"The capability atrophied in engineering, supply chain and manufacturing"
Regular employees in companies like Ford cannot afford EVs. Why is this so difficult for management to understand.
The only people who seriously consider EVs are those wealthy enough to afford an extra car.
Pipe Dream :-) At UnSE we were told by people leaders that the message from WHQ is that GSR's should shut up and be HAPPY that we have jobs. Whoever is unhappy is free to leave the company. At UnSE LL6's monitor conversation among GSR's, they even stop to listen if the conversation is about Ford Leadership or direction of the company we are reminded to have to conversations outside ATNPC.
At UnSE Big Brother is in all gears. The rumor in the hallways is that Old Dogs that worked in a relatively "better" working environment (and are ready for retirement) will leave on their own (saving severance packages) and the new / naive hires will be trained to accept this working environment by giving them better performance ratings.
At UnSE the goal by the end of the year is to reduce all those GSR's with pensions by 50% (roughly 150 individuals out of 700 per recent head count will be gone before year's end) according to people in charge of monitoring headcount.
Right now UnSE is promoting relatively young guys (10+ years of experience at Ford) to become TS, as well as there a many LL6 (people leader) positions available. It is easy to identify the potential candidates for those positions since job description is tailor made for specific individuals.
JF sort of apologized and took responsibility for his decisions in a news article the other day. Problem is he has completely lost trust With employees. Why not apologize to employees in a town hall? Why do you have to go to the media first? Not sure how he can regain trust and improve morale at this point. Relationship with employees has been abusive for years.
https://www.freep.com/story/money/cars/ford/2024/02/15/ford-ceo-farley-regrets/72567371007/
Easy Way to Boost Morale: Everyone gets a poster of Jim Farley driving his race care VROOOOM VROOOOOM. The cost of the poster however will be deducted from your AICP. The poster however will only appreciate in value once Jim goes down as the best CEO in the history of Ford. Think of it as an investment.
LOL.
The bad decisions of the corporate executives aren't any different from the bad decisions of their Michigan employees. They foolishly voted for the EV transition. Are they realizing their mistake?
"Easy way to Boost Morale"
Fire 80 - 90% of the c-suite and get some competent leadership in place?
Yes. I'd feel joy if our management and executives admitted their fault and showed some transparency if nothing else.
Hopefully the people that sc--wed up the company due to their poor decisions, or lack of decisions and direction, are not being paid "retention bonuses".
Our problems begin at the top.