Salaried reduction target 30%!! This has been cascaded from above. Now some of that is open positions, but that will only account for 5-10%. This is going to be big, and impact every department.
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@6yzn+1eFYr82O You are missing the pattern
- first try to get people to leave voluntarily - claiming there will only be layoffs if not enough voluntaries
- change the retirement benefits AFTER people have left voluntarily
- then do layoffs, each layoff having smaller packages and larger targets.
Rinse and repeat.
As another post mentioned IBM, they started with very generous packages and whittled down to basically a Swift kick in the tail. Also the cycle time went from years, to annual, to quarterly.
read the book American Icon about the Mulally era by B.Hoffman. M wanted to get rid of people in 2006 w/o any major severance...'we have to pay people to leave?' ... it would have been SRD then if Mr. Ford (maybe?) didn't put the brakes on that. you definitely can't rely on the past actions to determine the future way they downsize. good book.
SRD is not the new normal. After 2019 SRD, Ford went back to the old way, offering voluntary packages in 2020 and 2021.
Problem is people are looking to the past to predict future behavior, which gives them too rosy of a picture.
The new normal for Ford is SRD behavior.
All you have to do is look at other BCG clients to see how life permanently changed for employees once BCG worked their wonders.
Look at IBM, once a great company to work for, known for lifetime employment. Today 85% (and growing) of IBM employees are in low cost countries. IBM had continually more aggressive resource actions to eliminate USA and European employees. In 1990s they were targeting over 55, now anyone over 40 is a target. When the SRD like behavior started at IBM, employees were in denial, just Ford employees are now. It is unfortunate that many Ford employees will have a wake up call, when they are laid off.
2006 Rightsizing was a very generous buy-out that unlike the vile SRD, allowed those with close to 30 years to get a full retirement. Involuntary cuts happened when the recession started in 2007. Nassar was only CEO for 3 years and his stupid idea to axe anyone with low ratings twice in a row didn't begin until close to the end of his second year. Billy sent him packing before he could do real damage. Outside of 2007, SRD, or divestitures, Ford has had few involuntary cuts and you need to really fu-k up to get let go. Harsh but true.
I've been suspecting that all the reports about unbelievably massive layoffs, constant comments about warranty issues (even though they are that bad), and other various negative unsubstantiated "stuff" is the same small handful of people trying to persuade stock prices downward. Rather than pump & dump it's bash & buy.
Seems like @5rzi+1eFYr82O likely wasn't around for the 2006 "Right Sizing" and definitely to young to remember Jacques the Kn--e who set the stage and pattern. Like someone said in another thread here, this has been going on for at least 22 years now.
Yes, total BS. It is the same person creating Topics and posting about upcoming mass layoffs. They either have nothing going on in their life or they have some beef with Ford. Very sad. Other than divestitures, the only mass salaried layoffs have been due to SRD or the Great Recession. Typically, Ford reduces headcounts with voluntary separation packages.
You can tell the BS posts from a mile away.
At the moment, it is even looking doubtful that non-vaccinated people will be let go.
30% - what a loser.
Later.
@2sin+1eFYr82O at least the manager got reassigned. that's a plus. often when big screwups like this happen, they get promoted.
I think the one poster has this correct. That probably is a legitimate number but spread out over time. Jim Holland made such a statement in November of 2018 at a town hall and a HR person was on stage with him. But where there is a problem is if NA is over HC then why do they continue to staff Brazil and Mexico? Ford has nine pd centers around the globe. But Mexico is not a major market for Ford and Brazil is not either. If they do offer packages at least offer something better! In 2017 you offer marketing and purchasing up to 18months, but PD nor ME were deemed critical. Now we are like an expendable asset.
30% seems plausible. Ford could cut at least 60% with no ill effects if they cut the right 60%. But Ford as a company doesn’t have the intelligence and business acumen to cut the right 60%.
For example the SRD in our area cut 5 people. 3 of those people did 80% of the work for an area with 72 people.
After the SRD, the LL5 kept hiring people to back fill the knowledge and skills loss of those 3. We are now at 87 people and still work is not getting done and we plan to hire even more people. To make matters worse the 3 younger people that the LL5 thought could do the work of the 3 she SRD, all resigned within a year of the SRD. The LL5 did not understand that the SRDed were giving credit, training and opportunities to the youngsters to make them look good and encourage them. Once the older highly skilled workers were gone, the youngsters had no one to train them and layout work plans and advise them on how to solve problems.
Now if the LL5 was actually intelligent she could of SRD the 49 people on her team that contribute absolutely nothing to the bottom line, and the productivity of her team would of soared. Ah but they are on the friends and family plan. So instead she did not meet her objectives and was reassigned to another team, perhaps she will be in the next layoff list.
In 2010, I invested $5k in Tesla and $5k in Ford. Today, that $10k investment is valued at $1.25M + $10k, so I should have enough to make it to retirement after getting walked out.
I kind of don't believe that. In my department within my small team we are short one person and it is hard to contain our week to 40 hours even when we were not short one person. My team is not exempt from overtime so we do get overtime.
Fords plan has been to move out of the USA. Just like Strohs leaving detroit, they will fade into the sunset and be forgotten.
To last poster, especially considering that the majority of the unvaxxed employees are still working from home 100% of time! IE, there is no reason to push a vax mandate on people that aren't coming into the office. That is a lawsuit waiting to be filed.
We could easily lose 30% in my group and not miss them, if the worst performers were gone. That won’t happen, however, because those people are here on the friends and family plan.
Agreed it's probably over x number of years and not just 2022. In addition I don't think the Company could digest those kinds of numbers all in one shot either, whether they move the positions across the border/overseas or just eliminate them. But this is code for getting rid of those over 40 while replacing them with 20/30 somethings.
30% might an overall reduction number, meaning you factor in quits, those who accept future voluntaries, etc. Right now Ford is a media darling and a 30% invol reduction would signal distress. They'll do an expanded 2022 VSSP before going to involuntaries is my bet.
Vacc vs. unvax you say? People would line up to join a lawsuit around that- even the d-mbest lawyers would know to subpoena records along the lines of age, race, and vacc status. My point is there are multiple ways to attack that and even more angles- and maybe nothing do with the binary event in and of itself. A LOT of people would contact law firms given how well the company is doing now coupled with the fact that they could get a piece of the 2019 lawsuit action.
Sounds quite like a speech JH gave back in 2018. Keep feeding the anxiety, troll.
30 % across the board? Maybe in some areas, but not all.
My overall team (up through L5) currently has listed on our other chart 55 open positions - some of those have been open a year. We have co-op recent grads in our area turning down software engineering job offers - for a team that all we do is work with code. Co-ops refusing job offers hadn’t happened in years - because Google, Amazon, etc. pay more. Heck, we had a L6 software leave early this year for Amazon, and others leave, too.
Also trying to ramp up team in India; guess what, that is taking time as well, Because guess what again, really really hard to find people at the moment because even in India of firms pay more than
This is all with VESC - we are screaming for people. I can’t see how they can get rid of people when it can’t all go to India as there aren’t enough people, there, either. Plus they are still adding people, too - people inside and outside with 7 to 10 years’ experience.. while I know this is Ford, makes no sense to get rid of anyone here where the needs of vehicle software development is needed like yesterday….getting rid of all those open recs would be our 30% anyway, which is how the game is played.
Getting srd would be fantastic. Was annoyed packages weren't offered to all last year.
"From a leadership/ HR perspective, people that refuse a company directive would generally not be people you want to employ from a practical perspective"
What??? Company directive? For whose benefit now? Its still a free country,
Who is the 'solid' source?
30% ??? Are you joking?!?!? LMAO
Normal corporate task could be close to that, but there's oh so much more:
- unvaxxed layoffs
- unboosted layoffs (this will be later in the year as the pandemic worsens)
- workers related to anything non-electrification. Goal is to only have only a 'skeleton crew' to just maintain current ICE-related vehicles. No new tech or money being put into these commodities or vehicles
- Eliminate most of the manager level (ie. SRD for the LL5's), just like the supervisor levels that got SRD'd prior
- Many positions moving to Mexico while letting go the US equivalent (did any of you not see the 1 hr long Mexico video on @ford this week)
- plenty of canceled new programs, obviously dont need workers for canceled programs
This is just the highlights of the reduction plan
I would think it has been at least 30% already if you count the early first waves in accounting. Anything that can be done remotely, can be done outside the US.
Using those that refused to follow corporate policy would be a good way to hit their numbers. From a leadership/ HR perspective, people that refuse a company directive would generally not be people you want to employ from a practical perspective.
The quest to move salaried positions to India continues. It really started in 2018. Get out folks or you will be forced out.
You can call me a troll. I have this from a solid source. This is not hearsay.
Heard this morning that unfilled open positions are being frozen.
Doubt It. Maybe over the next 5 years.....Maybe.....
troll