Thread regarding Honeywell International Inc. layoffs

It is mostly based on who you work for and how well that person likes you personally. The managers in a particular department will have to meet and discuss all their workers in one big pool and come up with x% to go. If you work for a new and maybe a little timid manager, that person likely won't stick up for his/her employees during the meeting and will be more agreeable to what others say. A more respected or outgoing manager is more willing to fight to keep their people. Reviews or how much work you have accomplished don't mean much at all. A manager can always come up with a justification later is he/she has to. In your career who you work for makes a big difference.

These are not the droids you are looking for. You don't need to see their RIF papers.

Very difficult to tell with the inmates running the asylum.

Yup! The selection criteria is who you know, not what you know or can do. That's always the simple truth.

It's all about who you know and who you're buddy buddy with. You can be dumb a a rock yet with the right connections you won't get rifed. That's the first deciding factor.

I have been here 32 years, worked with/for Einsteins, clowns and everything in between, and I can tell you some of the last layoff selections made zero sense. Someone in my plant was let go, sharp engineer/manager, easy to work with, brought in a lot of business, sincerely tried to bring different groups together to make good product, but was let go to keep peers that were mediocre and still others that were begging to go! Those views were the consensus of the site, not just my opinion. I also heard that no one with current or past "HR issues" was let go, as it could be viewed as retaliation. So no, there is no rhyme or reason to it.

It depends on the function and department eithin that function. In the last RIF, some where given a % goal to reduce and then it was down to the department leadership team to work the plan and make selections based on what work could be stopped etc..

Believe it or not but some people that make decisions are actually human.

There were 3 or 4 departments where the RIF was carried out on low cost regions only and America's was left alone due to experience and ongoing needs.

Writing stupid blogs on the layoff

Change of Management considerations - if you remove on formula ingredient, what come of the mix?

Vision Skills Incentives Resources Action Plan = Change

Skills Incentives Resources Action Plan = Confusion

Vision Incentives Resources Action Plan = Anxiety

Vision Skills Resources Action Plan = Gradual Change

Vision Skills Incentives Action Plan = Frustration

Vision Skills Incentives Resources = False Starts

It's not grey hair, not EEI or yield or OT. It is simply value to the company. Just excel at what you do and you'll be fine, unless your particular skill is over staffed or no longer desired. I have 33 years, very high rank, and bounce between 2 and 5 block. My >40 hour weeks are nearly nonexistent. But, I have a unique specialty and keep my customers delighted. My self nom for this RIF cycle was denied.

EEI, yield, or overtime(if hourly). Those are the metrics that determined if you stay or you go. Want to stay? You know what to do.

Unfortunately, unlike many previous RIFs where just about everyone who volunteer, along with those the company wants out, gets it, they have been more selective of late by targeting the weakest and the reduntant. In fact, many of the voluntary who gets it would have gotten it anyway, as the powers that be know exactly who they want out. Yet, the incompetent and inhumane imbeciles just insist on playing this nasty and absolutely disgusting game with everyone, by teasing us with a carrot on a stick, three times this year. At one site, in the last RIF, 50% of those who got hit were involuntary, and of those that volunterred, only about 30% of the 100% were accepted. Many more people than they ever dreamed of wants to leave, and the company's sickening attitude only motivates them further.

Ironically, the weakest is now being rewarded with a severance, and the strongest will be denied over and over. One person that's over 60, with over 30 yrs of service have been denied three time this year.

"Merry christmas you filthy animals, and a happy new year"

Grey hair moves you to the head of the line.

I hope I get RIFd. Give me my severance and let me out of there.

ThE first RIF this year, we lost an entire site and everyone who was 100% remote and not tied to an actual site. The 2nd RIF seemed to be targeted at span of. Ontrol, I.e. Managers not having enough direct reports. This next RIF, may be small due to the number of people who have quit/resigned. I volunteered, and was rejected. Hopefully nobody gets non-vol'd in my group. That'll be pretty sh--ty

Supposed to be something like:

1. Skills and ability to perform the work

2. Behavoral or other HR issues

3. Length of service if above is equal

Age, years of service, performance review all factor in.

It isn't random, and I think only occasionally targeted at specific individuals. Instead, it is probably idiosyncratic to the SBUs, countries, sites, departments, etc. for any reason you can think off. Before I retired, and including what was done during the Great Recession, I saw good people let go as a functional group was disbanded, and at the same time some weak performers were terminated and the group consensus was that if X number had to go, then those were unfortunately the "right" ones. I also think that there is a statistical element of age, s-x, race, etc. that comes into play, but in the end it is all about head count.