In the past two years I've lost about 80% of my team to layoffs. Some of them have since been replaced with new people and if we are any indication of how things are currently being done in the entire company, then Honeywell is doomed. Before, my team was a well oiled machine that worked together, finished everything in time and without any issues. Now, I'm forced to work around people with no experience, no drive, no focus, and no desire to do anything but the bare minimum they can get away with. It's been a nightmare trying to keep things goings with the new team. The few of us who've been here this whole time are breaking our backs to try and do everything in a somewhat timely manner but I think we're nearing our breaking point. Once we've had enough and leave, this place will fall apart. And I won't feel sorry for it one bit.
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The CPO and his direct reports could fuel a village of id--ts. All they care about is Productivity...what about holding sh-- together through COVID last year? How could anyone be expected to meet the trumped-up requirements? Backbreaking 12+ hours a day doing thankless work with a team that's not equipped to do the work. No time to train them adequately when it's nothing but fire drills all day long. Hours upon hours of meetings and endless reporting and micromanaging... I hope new hires read these threads and think long and hard about this company. It's not a good place to work anymore. Outsourced management is just waiting so they can fire people so they don't have to lay them off.
Disfunction Junction, what's your function?
Hooking up two disparate systems and making 'em look right.
Clicking through my screens and speaking into my headset, truth is I'm faking it.
Hey that's nice!
Dirty but unhappy, digging and scratching for answers for my leaders,
Losing your gig to an off shore center of excellence or two.
He's poor but honest, sad but true - Next RIF baked into the restructure'en
Boo-hoo-hoo-hoo-hoo!
Sing it all now!
The cost of offshore labor is indeed escalating, as many European and North American companies terminate their own people.
By “cost of labor”, they must mean the huge cost of exec bonuses. Because it’s not like they pay more than other companies in the industry.
I had a manager say that over the last 10 years the cost of labor has doubled Honeywell. I know that money isn't going to the average employee, but I still believed him though. It's likely the "burdened labor rate" that finance magics together to cover the mismanagement. Management can then claim it's the labor and not have to go after the other factors is that equation.
Its a lot more fun and interesting to work on teams. Hon has become siloed new folk are plugged into a process step and told to do this task over and over and hit the send button. No training and not much explanation. Not much in the way of meetings or even phone calls, but lots of email. I've been at Hon 24 years, I get the questions / requests all day long. Some email chains get crazy long, none will call a even call a meeting. Used to be u would go work something out with people who say by u.
For many its a never-ending revolving door of contractors - greenhorns and down-and-outs - who require constant coaching, only to leave after a year or so whereupon the whole process starts again.
Back to the topic at hand, I equally feel bad for the young personnel who entered the company recently, most likely as contract, this company isn’t really motivating this folks to stay, we train them and they leave for better pastures
@1jwi, just trying to help you not sound ignorant, since it's so important to you to make everyone else "wrong".
To @1pqc. Thanks for clarifying failure modes. I think everybody knew what was implied. Go critique some other site please.
Y'all, the term is "single point OF failure." Meaning that the process will fail if this person or step or piece of equipment is removed from the equation for any reason.
"Single point failure" implies that a person is a failure, but single point of failure people are usually the glue holding the entire operation together.
WOW! These responses could not be more spot on. I a 40+ year employee about to spring my retirement on my bosses. I have seen the changes over the years and it is not good. There is no experience built on time and exposure to other mentors since employment so fragmented. I know I am a single point failure but time is up and I am financially prepared to exit. Really stressing out but know all will be well, especially talking to other recent old timers retiring.
Just remember that we said the same thing when we were laid off in 1985,1990,1992,1995,2003,2006,2008,..
Allied Signal /GE created a culture that rewards management for avoiding personal risk. Two ways to do this .. avoid risky assignments and ALWAYS have employees to blame. This culture is easy to spot. Look for managers who ask for roles and responsibilities matrixes (racix) then don’t show up to create them.
I’ve worked for many companies but Honeywell is absolutely the BEST private company I have ever seen at CYA and Pass the Buck.
Amen, well said, the grand incompetence of leadership is driving the company down the drain, the future is what they made it, what a bad joke.
Sadly this is happening all across Honeywell. Their great plan for cheap labor. Just watch those in Leadership who keep getting promoted. A lot of unqualified folks- salesmen who can do the talk - but short on vision, lacking deep understanding of technology. These are the ones making the decisions- wrong ones. Their decisions become policy with long term effects setting the company backwards.
The problem is you. Seriously.
Why should the company give you help, or pay for cross training, if you keep breaking your back with free overtime to get milestones done? Just status they will be missed, and let them pass. If it is important enough of a miss some VP eill causes a stink. Just show him the status report you have been giving to your director and Project. At the same time document how you and you few experienced people are single point failures.
I completely understand where you're coming from. The same thing happened to my team. We got furloughed year after year sometimes twice a year. Some folks got rif'd, some retired, and some quit and found other employment. Heck, even my direct supervisor jumped ship! In the end, there was only one person (myself) left trying to keep the sinking boat afloat until inevitably, my health succumbed to the enormous pressure and stress and I ended up quitting as well. I feel your pain my friend. Unfortunately you're having to deal with an "unskilled" labor force that appears to be lacking in work ethics and job integrity. Whereas, no one was bought in to help me out after everyone had gone, I can't decide which is the lesser of the two evils. Take care my friend and hang in there.
No point making an effort when the company is in long term decline and is in fact moribund.
With all the great Honeywell tools - especially the great Honeywell Operating System - anyone can do anything. Nothing is too difficult. And most importantly, there are no single point failures. Employees are plug and play. I know this is true, I have been told by all kinds of people "come on this is easy, just do it". We never talk about what you actually have to do - just provide the date you will be done, then push the person to do it quicker.
Sadly, all that matters is the current quarter's numbers. I witnessed this mindset firsthand at AlliedSignal (aka "I Lied" Signal) in the 90's. The Aero President at the time sold off land around the Redmond (Sundstrand) site that everyone knew was worth a bloody fortune, so that he could make the numbers. The real estate bum who bought it for a pittance turned around and sold it to Microsoft for a fortune. The better businessman got rich, the biggest loser was let go.
I believe with my years experience on the various programs, my sub par salary and years ahead of me are going to be hard to replicate with any new hire. Everyone is replaceable, but I don't see how that one made sense. Looking on to greener pastures...
But the new hires are cheaper. Isn’t that the Honeywell plan?