On a day when Honeywell is walking out T4 and T5 managers, the VP sends out an e-mail with his latest podcast on how to fix the engineering brain drain. You have got to listen to this. The solution is to hire interns and new grads and mentor them. I'm not saying this is a bad plan but to tout this as your brilliant strategy is odd. Simplistic and over confident is what this podcast sounds like and from my observations match the evolution of the Honeywell leadership.
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Stockholders revolt. Call a special stock holders meeting and fire Darius
Pure Greed, no care for employees or the business. K–ling the Golden Goose and greedily hoping to take all of the eggs.
I remember about 10-15 years ago, when they refused to hire entry level domestic engineers, in favor of hiring engineers from India. Most of the domestic engineering staff at that time were senior level and above. Then someone had the great idea to flow down a HPD goal to everyone.."mentor a junior engineer" needless to say nobody met that goal. It was removed after a couple years. At least this time there are a few younger engineers to mentor. Too bad I am part of the brain drain and will be checking out soon without sufficient time or desire to mentor anyone at this point.
It's incredibly tone deaf to release a podcast about hiring people during a week in which you are firing employees. It must not have been vetted by legal. That nails the culture of HON during the past several years, regardless of your function and position; the inability to use common sense, whether it is in business dealings, policy changes, site and headcount reduction, or day to day operations. It seems to be more of a "lemming" culture these days, driven by Charlotte leadership. For those of you who continue to hang in there (everyone has their reasons), consider the impact on your family and health, and how much more you can take, and then seriously think about leaving. It's NOT going to change!
No vacation pay out was given either
WEAK men leadership is the BIGGEST problem
It is all about $
And the goal to reduce MIPS payout also
Letting go T4+5...less MIPS
New hires, less $
No RIFs for directors and up though, perhaps a decade from now when there is no band 4 left
A lot of the managers that were let go had less prioritized projects that weren’t considered by some as important, or were not on any project for that matter. Still very messed up to let go when many were so close to retirement. You don’t even see this is it’s other companies here.
Perhaps the folks with all of the experience were let go because they couldn't get out of their own way and be creative? I've seen so many brilliant engineers fail because they wouldn't think differently or were willing to do something different. Sad.
The incompetence is just mind boggling. Surely nobody can be this dense.
If they think they can lay off senior engineers and managers that have been here for decades and replace them with fresh grads in such a business where it takes years to familiarize yourself with the products, then the leadership has no business being in this business. They are out of their element.
If they really want to save costs they should fire most VPs and replace them with high school students because we will probably get better leadership than we have now and save lots of money too.
The VP needs to be fired. That’s just basic management that a High School graduate would know. As a stock holder, I’m wondering why we’re paying VP compensation for such basic strategy.
From an Accounting perspective it is kind of brilliant. You replace expensive talent with low cost labor, on paper it looks great and you have reduced expenses. Accountants never think about who is going to train these people though, all they are seeing is the instant reduction in costs which they get a pat on the back for. It’s a short term benefit at best.