Thread regarding Ford layoffs

@1a7 Yep those skip levels are the worst. No one is going to speak their mind in a group setting where the snitching co-workers are present. It took me awhile to realize it is by design, as if they really wanted info they would have 1-on-1 skip levels. They are just checking off objectives set by above. The LL5 who really want info will swing by your desk and have a conversation with you.

How about those skip level surveys where the LL has us share our opinion while others are in the same call by raising our hand on video for everyone to see? From what I understand, we don’t publicly share who we vote for in this country. Surely I’m not the only one that finds this strange. Who are they skewing the results for if they are already at a high level?

pulse surveys are like voting in soviet countries. better vote for right guy, or we will have talk with you. siberia, nice weather this time of year, you think, komrade?

Sometimes I writ snarky stuff like I did last year when were were told 50 percent of our org was below average. I dont remember the term.
So wrote how come the director didn't get below expectation and fired.

Nothing happened there still there and get good performance kudos. Everyone below them is terrible job performance but not them.

We were told “if you can’t say something nice, don’t say anything at all. Bad pulse scores don’t help anyone .” So, I stopped responding to them. Never makes a difference.

Is Ford so desperate to retain LL6 that they excuse bad behaviors? Asking for a friend.

Back before 2005 they were truly anonymous. Then they added cdsid tracking. The original purpose was to stop the pulse games some people were playing. Individuals were increasing pulse scores by doing multiple surveys with glowing scores and also the inverse doing multiple bad surveys for rivals lowering their pulse scores. This all came out when a GSR complained to HR about being tasked by a nasty piece of work LL6 to fill out pulse surveys posing as rival LL6s employees with slanderous comments. The GSR gave HR the proof. A bit of research showed # of employees responding exceeded actual employee count in some areas and other anomalies. Enter cdsid tracking.
The original intent of one survey per cdsid and proper attribution of who that person reported to evolved into what it is today.
Funny how when you consistently hire and promote the wrong sorts of people these things happen. oh that nasty piece of work LL6 got SRD in 2019 so yeah HR knew about and protected that LL6 for another 14 years. Her husband was a LL4. He retired in 2018 after that her protection was gone.

I had an eye-opening experience regarding the so-called anonymous pulse survey. A supervisor whom I had given a good review repeated a line from my comments that he repeated word-for-word.

The last Pulse survey completed I unloaded on management for poor performance.
Don’t really care what any repercussions might come of it.

Yeah, I mean answering any survey from HR truthfully is a fools game. What's the question here? Does anyone NOT give glowing reviews? How is this not common knowledge? If you think they are anonymous I feel sorry for you. Unbelievable anyone would take it seriously, you'd have to be a mo--n.

Anyone else notice the posts about H1Bs disappeared?

HR should look here for truthful opinions. Just saying...

True to form, first the LL5 will threaten people that they had better not give bad marks, then if anyone is foolish enough to give bad marks they will conduct witch hunts to determine who told unflattering truths.

Once I worked for a truly heinous LL6 (abusive narcissist). Everyone let loose on the Pulse and told all. Lengthy free format descriptions of the behaviors were written by all. A few months later we were all treated to another detailed HR survey with regard specifically to the LL6 behaviors. HR was surprised that no one replied to the targeted clearly not anonymous survey. The Pulse survey results were discounted because no one responded to the targeted survey. Case closed.

Ford will weed out all negative comments so that the data will look good. It's a bunch of bs.

Pulse survey’s don’t make any difference. As stated below they only get you in trouble if you are open and honest. We had a LL4 come in to our organization after returning from Asia Pacific and in 2 months our Pulse survey dropped 30 points, and she placed fear and mistrust in the organization when people had to interact with her. It was “her way or the highway”. No one could be honest and only told her what she wanted to hear so they would not get “labeled” or in trouble with her. Do you think her bosses cared? Nope. He was d-mb enough to promote her as a diversity candidate. The LL5s and LL6s had to do a ton of buffering behind the scenes with the rest of the organization. Just let them think that everything is great at FMC and look for another job quietly. :0)

Usually June. Back in 2004, I gave honest answers on it and was forced out of my job. So my advice is say that everything is wonderful and management is the best ever. Your honest. feedback won’t help, it will only hurt you. If you are unhappy, quietly look for another job, and at your exit interview say that everything was wonderful, but you had to switch jobs due to a shorter commute or something.