In the evdd townhall he says ratings were not forced while my LL5 says that HR forced them to give bad ratings. Are they just putting the blame on hr and upper management ? People are given inconsistent for no reason whatsoever. What kind of leadership this is when you can’t even give a simple reason or feedback
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For those who are real Ford employees, there is nothing new. Forced ranks were on hold during Covid, now they are back, that's it.
Before covid all those deemed unfit were given poor PR and forced / pushed to move out. It was common practice. Covid is over, now the HR practice is back. Big deal. Of course now those with pension will be the target, we always were, HR i s just playing a Mkt stint with the media so Ford's reputation does not get a hit. Headcount reduction is coming giving the recent announcements delaying launching EV's. Since 2017 there have been headcount reductions every year, in 2022 and 2023, those were forced separations. Old ones like me were expecting some type of package as our cousins in Auburn Hills but we got the Bird.
This time is like old times, old LLs are protected but all GSRs are fair game to be fired.
Boston Consulting is back in business planning headcount reduction and the impact of letting go LLs, at WHQ's there are two camps fighting, one tries to fire all old LLs & GSRs and the other is trying to fire only old GSRs. We'll see who wins.
Although there is no specific date, all LLs have been taking whole days off planning who stays and who leaves
Quotas exist, DF lied. LL2 forced managers/chiefs to negotiate internally until targets were exceeded at LL2 roll-up. >40% I/I or I/M or M/I; <35% M/M; <20% E/M or M/E; <5% E/E. Technically, one LL5 could have all the E/E, but in reality it was spread out.
Of the 4 that I know that got inconsistent, 3 were in their late 40s early 50s and 1 in their 30s and were gsrs
so what Rating does DF get? So far he has done nothing. A professional job hopper is all he does. useless as a senior manger. I refuse to call that excuse a leader. Same goes for all top management. Debacle with EV.. Where is the accountability? Toyota avoided that mess.
Doug Field is a dishonest piece of sh-t
This is what I hated about being a manager. HR and senior management used vague statements to mislead everyone and then first level management had to implement the truth. A good example is when a top leader brags about some raise budget being 4% this year, when in truth it is 2.5% allocated to normal performance related annual increases, 1% is allocated to people who get promoted and the last is for slowly correcting salaries that may be way off. All that to say, we had to tell people that getting a 2.5% increase meant they were doing a good job but in their head they thing anything below 4% is below average.
It’s the same BS with ratings. If you want to recognize a top talent, you also need to allocate a sacrificial lamb who is below. And if you fail to identify top talent, you get chastised for not having good people in your team. So, while they don’t really force a percentage breakdown of ranking, there is a lot of pressure to break up the team. There is also a strong attitude similar to Jack Welch where they believe there is always a bottom 10%. And ultimately, as you go up the organization, high level managers favour some teams over others and push more lower ratings into those teams they don’t like.
65%
30%