How do we capitalize on a never ending pipeline of experienced engineers, across nearly every business segment?

Nothing new guys - it's all all pretty much the same plays from the old Bossidy/Welch play book from the 90's.. Unfortunately most of the large US companies are led by folks who have read that play book & and live by it, they make the 'hard decisions' based on it. There have been some US companies that have resisted it, but they tuck in eventually - Intel is a great recent example. Please bear with me, I have 3 points:

Once a company gets gigantic and public - it will happen. It's the path of least resistance to show either an effort by company leadership to improve margins or actually improve margins. We Engineer types aren't cheap. We are smart, but not cheap. Business leaders aren't stupid, they too see trends in data, they go for solutions to the problems they face, just like us.
We really don't have a lot of room to bitch. Sure, we can feel screwed, but shouldn't bitch. Any of us that have worked for these big companies have gotten a good bit of bounty for ourselves (be it pay, stock, retirement money/matching, health care) ... but the one thing that can't be taken in a lay off is the learning we got while making the profits happen. Is it CEO pay.. no, but hey, we didn't negotiate a contract to be a CEO. For those that do - way to go, and go live with. I'm happy to be smarter and generally humane.
Like I said - we are a smart bunch, not as savvy in business I guess as we need to be, but smart all the same. My thought is this - I think it might be time for the USA to benefit from engineering startup companies formed by all the laid off senior engineers that suddenly find they have a great deal of free time on their hands. Anyone know how to do this? How do we harness the talent and experience that is a result of the play book? Engineers with 20-30 years of experience! They get jettisoned every year/quarter at 1% to 10% rates across nearly every business segment that engineers work in. It's seems that the big companies are focused on a recent college grad pipeline while creating a similar never ending pipe line of experienced talent. How do we harness this? Any ideas?

If we are successful, we will get gigantic too, go public... and probably use the stupid playbook too... but we'll deal with that when we get there.

thoughts?

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^^^^^you are right..... people are going out on medical all the time..

The pervasive fear that you can be replaced by someone younger & less expensive is a form of brainwashing corporate leaders use as a weapon to enforce unfair labor practices. 18 HOUR WORKDAYS ARE THE NEW NORMAL AT HONEYWELL. WTF? DAVE COTE? This isn't China! Let that sink in for a minute. Many salaried Honeywell employees are being made to work 18 HOURS EVERY DAY. That leaves only 6 hours between shifts. This is disgusting & guess what, legal. Corporate America's new slogan is "As long as it's legal we don't give a f*ck about ethics or morality."

Hey Dave Cote & Mark. M. James, if my significant other dies from complications related to stress from working at your corporate sweatshop - I'm holding each of YOU personally responsible. I will use every legal resource possible to extract my revenge. You are horrible human beings. You are monsters. I wish nothing but the worst for you both.

If you are considering a position at Honeywell go in knowing they will squeeze every ounce of life, confidence & productivity out of you & then cast you aside for a cheaper younger model from next year's graduating class.

Thread regarding Honeywell International Inc. layoffs

How do we capitalize on a never ending pipeline of experienced engineers, across nearly every business segment?

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