I scheduled an urgent meeting today for this afternoon and nobody called into the webex. Leadership needs to be aware of the lack of motivation of a vast number of employees who do not feel the need to support work during work hours. We have great products in the works but it will be difficult to bring them to fruition with such indifference.
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3iej At some point you will need someone else’s help and they may decide they are too busy to help you.
@2sgi Unfortunately I am very much focused on myself as I now have 3 people's workload. This means I cannot help everyone and have to prioritize incoming requests.
The current salary employees are paid far too much.
How can we compete with countries like India or Vietnam or Mexico if our salary or degreed workers get paid hundreds of thousands of dollars per year?
We need to pay the salary and degreed folks MUCH less per year! Otherwise, executive leadership will continue to send those jobs to low cost countries.
Look at any rural community. Most of the people there earn relatively low wages but are very happy. They live within their means.
I work in the plant, but that's different. We needed the 80k per year plus perks. Cause we need to keep the blue collar class alive in the USA!
3qvx The C-suite all need to be fired. Until the leadership is fixed it won’t matter where the GSRs live as the leadership re-creates the same issues in every locale. Ford of India is Dearborn Ford toxic culture on steroids. Same is happening south of the border.
@3qqb+1pDaAev7 Mark Fields is looking mighty smart now, with GM Cruise unravelling and the slow adoption of EVs in the customer base. Think about it: MachE and Lightning. Imagine if a new Taurus and Thunderbird were released back in the day, and then sold at the rates the 2 EVs are selling. There would be execs "taking early retirement" left and right.
I came in right after AM left. I'll give Fields credit in that he continued much of what AM started.
I agree with the poster that pointed out that the things that AM started are gone. That started with Hackett. That continued to pick up acceleration under Farley. Since May of 2017 it's been all downhill.
People didn't like Fields because he wasn't Mutually, but he was doing his best to impersonate Mutually. The changes since Fields was ousted have been abysmal and are destroying Ford.
He's right. Ford does not need 'cubicle' workers in the USA anymore.
We need to keep the C-Suite in Dearborn and ship every single other cubicle job to a low cost country.
Only keep the assembly plants operating in the USA. Keep all the good hard working UAW Americans working.
Is this cubicle work ? The Ford advertisements on tv don’t show anybody in a cubicle. Just UAW salt of the earth people building vehicles. Except for one guy looking at a high tech computer screen with a lot of info on display. But he looked like he had a lot of elbow room. And they all looked like good hard workers.
This thread clearly demonstrates the following pervasive culture problems that have re-bloomed since AM left
- lack of One Ford mentality- everyone is only caring about themselves. Once upon a time everyone pulled together to solve problems. Now we have:, look the other way if there is a problem. Then blame the problem on the one person who calls out the problem, and heaven forbid actually fixes the problem.
- total lack of competence in the SME rolls and management rolls. We lurch from one artificial emergency to another. All created by incompetence and apathy. Everyone knows that if you demonstrate competency / innovation / initiative your goose is cooked; first you will be ridden into the ground, then shot when you either come up lame or receive accolades for doing your job.
- Ford group think, We were all promoted so we are omniscient and omnipotent. If you are declared an SME/ tech spec / HTHD then by golly you are an SME / tech spec / HTHD. Only when your management decides you are no longer useful to them do they discover they aren’t an SME at anything other than Ford games.
So no @OP people left @ Ford are not going to join an artificially created emergency meeting. They know the cost of helping out. And your peers and superiors are waiting until it is a full blown crisis before they step in and VERY PUBLICLY lead the company thru the crisis.
Ford leadership is the problem and they are very much aware of the system that is in place, after all they exploited the system to gain their promotions.
Failure to plan ahead on your part doesn’t constitute a crisis on mine.
RE: Example of why Ford is struggling with current employees, tried top schedule a meeting.
Maybe you should try using the meeting scheduler to see when folks are available, this is a feature where you can view free time on the calendars.
There are also training classes for outlook calendar.
Sounds like another person with a gripe because they scheduled a last minute meeting over other scheduled meeting at the same timeframe.
Have you tried IM'ing or calling folks with your urgent issues to see when some of the folks were available?
@qxi+1pDaAev7 Because I actually cared about Ford and believed their was a true crisis like an all hands on deck outage from a fire. After I got things up and running and saw the sequence of events on the computer logs and Ford call out logs I was not happy. Then when the LL6 -> LL3 covered up the root cause and sequence of events in the 8D (lets find the root cause and fix it investigation) I was super annoyed. Then when the LL6 rejected the OT in my time card claiming I only deserved 2 hours of comp time, it was the last straw. Circled my retirement date on the calendar, stopped caring and then left Ford.
Agree that urgent issues require a phone call. But you are lucky if someone will actually pick up the phone. Can't tell you how many times I call people - through their CDS number and WebEx- and they just don't answer.
None of these posts like this are serious. I think this is funny.
I like your style OP. One of the better impression of a tight-wad coolaid drinking product owner I've seen on here. Now let's hope your not silently reading this and taking it as a personal attack because you were serious. We never know on here....lol
OP sounds like some type of program manager whose only output is emails and meetings. The rest of us were doing real work and didn't have time to call into your meeting to explain it to you.
Worthless mail checking LLs who dont have any skills other than webex and outlook.
Urgent meetings require a phone call. Did you call or txt or I'm to confirm or covey urgency. I get a ridiculous number of emails in a day and actually do not sit there just waiting for the next one but try to complete tasks on other urgent issues.
I see your point, OP.
People are expected to work during work hours.
I was recently promoted to LL6. I like to send emails between 4 and 5 pm to check up on my team and see who replies that same business day.
I've used this strategy when justifying PIPs over this last year.
@nqg+1pDaAev7. It sounds like your management had a good backup plan. Call the guy that will answer the phone at 2.00 am and come in when on vacation. At least you are good for something, but you can't be promoted. Who else are they going to get to do that job?
Why did you answer your work phone at 2am while on vacation??? WTF?
This is nothing new @ Ford.
A coworker was notified at 4:30 PM that there was a critical problem. He said “I’m going out to eat with my wife, I will look at it tomorrow morning.” Now he was the primary oncall for the team that week and was responsible to drop everything and fix issues when called, and received 8 hours extra pay for being oncall. This resulted in an extended computer outage which idled some plants. Despite there being ten people on our team, I was called @ 2 AM while on vacation by my LL6 demanding that I drive in and fix the problem, which required me to drive 4 hours from the UP to Dearborn Computer Center to fix a huge problem my lazy coworker caused by not fixing a small problem before it snowballed into a full blown outage.
And guess who was promoted to LL6, yup that lazy coworker.
You need at least 24hr advanced meeting notification. People will eventually check their email. If you are working on something truly prone to needing urgent meetings, you should make sure your team was aware such a situation may come up and put some effort into confirming their availability. It is your fault nobody called in.
Project Conway and DEI solved all that years ago.