Some companies are starting to get it right.
Not hard to believe Ford management didn’t say this, very hard to believe Facebook did.
19 replies (most recent on top)
Ford low performers in management please rebrand your after market parts division Callahan Auto Parts..that would be awesome
2 of the lowest performers in the entire organization: Jim Farley & Bill Ford Jr.
I'm a low performer. I should stay because Ford values diversity and inclusion. Lazy people are people too :-)
Yeah, that's funny.
I can write a script to make myself busy.
But the management pretends to be unscripted.
All you have to do is write a script that runs on your laptop
Within the script you can perform actions that you know are being monitored.
The script can open/create/modify spreadsheets/other files. The script can have a timer that wakes up every 5 minutes and performs an action.
The script can sign on to a server/mainframe and deploy and run scripts/jobs there as well.
The script can create and send emails / reply to emails (a perennial favorite - triggered @ midnight ) reply to supervisor emails with “hey I saw your email, I’ll really swamped right now, I’ll respond tomorrow”
Just about anything you can do with your keyboard and a mouse can be emulated with a little script.
Can you elaborate?
@1tgk+1hGPqIrm A wee bit of code makes it appear that loafers are busy beavers putting in tons of OT. We have some scammers in our group who pretend to do work via this method
The company can start with the low performance LL6 and LL5 managers. Too many of the. To list here but dr. Tjong seems to be the ringmaster.
You may be able to find some of the low performers. Remember, we all have Microsoft accounts now. So MS is collecting information on how much you are using your computer. There are "Dashboards" that show what files you opened last and when. Your LL6 can see that if they like cause it is "shared within the team". So yeah, that'd be one way.
You can see for yourself by the way when you go to the microsoft website. As long as you do it on your work laptop and you are logged into your CDS and emails. The MS website will show you being logged on lol. in case you didnt know yet.
I am also sure it is tied to your real name. And wherever else you may work in your undeserved yet overrated future they may be able to link your performance across all companies.
In order to let go the "low performers", first we have to know who they are. At FMC, it is hard for middle management to know who are the "low performers".
Some slackers easily trick the clueless management into thinking their projects are more important, more complex and more time consuming than the actual workload is. I have seen in this company people dragging easy projects for months and looking good while they are at it.
Other slackers have the protection of some LLx, and they always look good in paper, no matter what a backstabbing, credit stealing piece of sh!t they actually are.
Personally, I don't think F can get rid of the "low performers" until the company make profound changes in its internal policies. Moreover, I do not think upper management cares about getting rid of "low performers", but getting rid of all NA white collar force.
@OP That's called the burn and churn, aka forced rankings, aka The Hunger Games method for evaluations and promotions.
Been there, done it. All it does is create a hostile work environment (as-if). People hoard knowledge and no longer share. People no longer train their teammates. People go out of their way to make others look bad. It becomes Kindergarten with tattletales. People start sucking up to leadership. Everything becomes a popularity contest.
Does any company have their certain percentage of slackers? Of course. But making it mandatory that a certain amount of people get axed regardless of their contributions (or lack of) or kept due to favoritism isn't a good solution.
Corporations pay employees just enough not to quit, and employees work just hard enough not to get fired.
When you come to these terms, then you understand the handshake. At this current point in time, employees have the upper hand due to lack of talent pool.
So what is a low performer exactly, OP?
In a Ford context.
At Facebook, performance is monetizing other people's information.
We just keep the refineries going, right?
Have you completed your TPS reports?…..did you get the memo about the new cover sheets?….we’re going to need those this afternoon asap
No not gonna ever happen at Ford. You see, we are a company that rewards slackers with a paycheck while they conduct personal business all day long with a company m plate test car with free gas and free insurance 24/7 and breaking Ford policy.
And the few times said slacker has to show he actually does some work for Ford? That's easy, just make the supplier do it.
Half the problem is that the managers who assign an employee their performance review rating don’t realize they are the ones that are the poor performers. I can’t tell you how many worthless LL4s I have worked for the last 3 years. They brought these people back from APA a few years a go who were promoted to go over there and when they come back to work in a mature, well experienced, North American organization, they are workless, don’t contribute, and have no people or technical skills. They think they are the most important person in the organization. They are the only ones that think that. The rest of the organization can not wait to get rid of them.
Yeah can’t imagine Ford management ever saying this, even though they have a higher percentage of deadweight than facebook.
“The 38-year-old Facebook founder said during the call that he expected to reduce engineer hiring plans by at least 30 per cent as the company looks for ways to cut costs, according to Reuters.
On the call, Zuckerberg indicated that one of those cost cutting methods would be rooting out dead weight.
'Realistically, there are probably a bunch of people at the company who shouldn't be here,' he said.”
Just remember a person's performance is at managements discretion. Just remember that when your job goes south of the border.
Message to LL4, you know who you are. And now you know I was wise to your games all along.
I saw you overwhelmed and took pity and the time to create a tool for you that performed a years worth of work in a day. You took credit for writing the tool that automated your teams jobs. You were promoted to LL6.
I saw the data in your PowerPoints was wrong. I provided you with spreadsheets and explained how correct data was pulled and consolidated. You threw a colleague under the bus for the original PowerPoint and took credit for the revised spreadsheet and PowerPoint. You were promoted to LL5.
I heard you repeating flawed information about product and vendor comparisons. I provided you with actual product and vendor information and walked you thru factual analysis. You threw a colleague under the bus for the flawed information and took credit for saving Ford millions of dollars in vendor and product selection. You were promoted to LL4.
You asked for candid evaluation of coworkers for retention purposes. I filed my retirement paperwork.