So many people are leaving Enbridge, and the replacements that we are getting - in those rare situations when they actually bring in replacements - have no idea how to do the jobs they were hired to do.
Why isn't the company doing anything to prevent this? Or at least hire better replacements?
“Why isn’t the company doing anything to prevent this” ... I think this was more or less answered at the Company Forum. At least twice during the event, the idea of “trying to make things better for the people who want to be here” was mentioned. They obviously think there is a certain contingent of workers who aren’t able to deal with the recent changes and they seem more than happy to let those people leave.
For the “people who want to stay” they are trying out some new programs - some kind of grassroots thing in Houston that basically sounded like they occasionally have a sundae bar or some such sh-- to “bring the fun back”. The other is the job rotation they are always going on about (decent idea I guess but I personally never found there to be a lot of barriers to trying new positions - pick up the phone and make your own opportunities?) And I guess their decision effectiveness initiative falls into the same category, although I’ve sincerely never seen anything so stupid in my life than having a scorecard metric based on employee surveys - yeah, I’m sure people are going to be honest on those surveys when they impact everyone’s STIP- lol.
In sum, they’re doing stuff - but they’re approaching it in their usual Enbridge way so don’t expect to be blown away by speed or innovation and expect 50 page documents with rules and processes for using the “grassroots employee driven sundae bar” ... haha.
If what you are saying is correct about the integration of the two companies than why the positions of those leaving on their own are not backfilled? My position was never backfilled yet I left on my own after all the layoffs in November 2018.
The situation sounds dire.
15 to 20% reductions? That’s several thousand people. The layoffs from the merger are substantially complete and the company is trying to sustain grow. You’re talking out your a-- with no concrete facts.
I'll caveat this note from the get go...I happen to have left Enbridge on my own late 2018, after only a few years with the Company. With that said, I left without any regard for the STIP which everyone thinks is one of the best they had, maybe so, or the Leadership of my group. The STIP this year was an attempt from Enbridge to stop the exodus of employees and show the market that they are doing well. Unfortunately their gas line ruptures track record over the past 6 months tells a different story. Clueless/long hair don't care attitude Management was hand picked to deliver the same boring and full of BS tune from ELT. Managers, Directors and VPs in this Company have no say and no decision making authority, and for the most part as long as they get paid they don't care. Honestly, why should they? If they did, and tried to make an effort to suggest a change for the better they would likely be gone and not able to compete in the market for a similar position and pay. As is and based on the direction the Company is going another 15 to 20 percent reduction in work force levels should occur within the next 1 to 2 years, at a time when the industry is cluttered with opportunities.
The ERP program will be led by new people who have no idea how Enbridge works. They have shut out people who have had decades of experience working for Enbridge. Although, they stated that internal employees will be given priority, that is not what is happening. This is a big mistake given the magnitude and complexity of the program. Just another example of leadership not appreciating the contributions of its employees.
The management probably like it anyway because when they hire new people they pay them less so don’t expect to get replacement that actually knows how to do the job. Besides new hires who have no idea yet of a politically infested, low morale environment would not show animosity and would still say yes to everything. The ones who had left are probably happy and the ones still hanging in there are just pretending to be happy. Oh I know coz everyone I asked said they are just doing the bare minimum, ride along with every plan of their people leader just for the money. Someone even said it’s ok if the company goes under coz really who cares. And yes, everyone is replacable. Take it from someone who is constantly being told that everyone is replacable and the last one came out from our Director’s mouth. So yeah I am very motivated and I would die for this company LOL. Most people are just waiting for better opportunities, some are waiting to be packaged out and some would milk it until there is something. All for money baby. As for contractors who are paid high, you have to know if that $100 an hour goes to them or half goes to billing company - welcome to outsourcing. If they are really getting paid that much, it’s either they are highly specalized or they kiss enough a** to sell themselves as highly skilled but in reality someone can do the job with half the cost.
Agreed. The company has lost its bench strength. The upper management view technical expertise as replaceable. They are have a business background so business skills are what they value. People with technical expertise are looking elsewhere.
You should see the rates they pay contractors in IT! These are people with 0 knowledge of our business charging 150 and hour!
Leadership does not have a clue, first they let go good talent without understanding the talent pool and workload and now they are going out and hiring again. In reality they are not realizing the savings as Travel cost have gone up significantly with less productivity.