Honeywell has had the constant threat of layoffs and furloughs for at least the last five years. Combined with the management style of intimidation, fear, and bullying, and it creates a culture that is poisonous to employee engagement. Management keeps sending out rah-rah, "you're the greatest" emails and silly memes in a vain effort to drive employee engagement when the paradox of the situation is quite clear. Employee engagement is now done. No need to get engaged and work more than 40 hours each week because you won't be around long enough to worry about it. The message from the top down in management is "you're lucky to have a job" and "we're going to continue cost reduction actions". If you do what you have always done, you get what you always got.
17 replies (most recent on top)
If HON gave a sh– about quality, they wouldn't have RIF'd so many people from that department.
I’m still “engaged” because it’s my job to make my customers happy. Band 2. Love my job. I don’t care who gets a bonus because I keep my nose on my own face. Do what you were hired to do or leave. You are not a prisoner.
@4uef - I sit in production meetings everyday. ALL discussion, coming from the managers, is focused on doing "whatever it takes" to ship product, twice a day everyday. Any discussion on issues is met with a comment similar to "I get it, but guys it has got to go, please let's all work together, we can't miss this, keep pushing." We do not discuss issues. There are "recognitions" given everyday and I have only heard them for shipping a product, never for doing the right thing, customer service, etc. There are a lot of new folks who have received no training, who don't know any better, but they are simply doing what little they are told -get it done, keep pushing. This is the environment Honeywell leadership has created. It starts with the managers.
I’m perplexed someone would purposely allow bad product out the door no matter what industry you’re employed in. Maybe you believe the company s—s but it is personal pride , not company pride, that drives many to do their best always. And if you’re in production and stamping or signing off product as passing when you know it’s defective is illegal. They catch you and you will be fired, fined, and may be liable for damages. Dumbest post I’ve ever seen. “I don’t like my company so I’m going to sabotage them”. Whatever are you, 12 years old?
Sad to see a great engg company reducing to a toxic wasted employee morale.. hardware or software lob , if employee morale goes down, ship is going to sink..
Why we still have layers of “status” and “done faster” leaders more than worker bees?
We get constantly reminded of these cost actions in my team as well. This is undoubtedly coming from mad dog and frankly, he's out of cards. If we don't meet these impossible goals he's going to lay more people off? Fine just make sure I'm one of them because if we can't make the numbers now, we certainly aren't gonna make them with even less people. Each time I hear this it makes me work even slower. I'm completely disenfranchised and unmotivated. No raise, no 401k match and daily threats of layoffs? Yea, sounds like a great place to work.
@1ljy - The VP should be the first to go if targets not met. It is squarely on his/her shoulders if they are unable to communicate goals and remove roadblock for the team. Just spouting off about cr@p does nothing. These Sr mgmt types really need to be held accountable!
Yup... Daily communications from VP of AMOC / RO to have him remind everyone in his network daily that we will just have move “cost actions” .... If we don’t deliver. Extremely motivating... thumbs up
Glad you reminded Honeywell.
Next RIF targets begin in November final AOP review for next years plan. Let's get started:
- Contact HR to assemble restructuring targets in US to begin head count shift to a low cost region.
- Finance prepare AOP for 1 time severance offers in US and EU and prepare restructuring plan
- Legal contact HIPAC to buy influence to make sure WARN Act is good to go, then review how many H1B's can be sourced for any roles that cannot shift to China, India, Mexico, or Romania. Add in relocation cost to pack their bags and move to hub in US
- Initiate PiP's in U.S. and plan town halls speaking about "headwinds" and Commercial Aviation's unprecedented challenges and HON will "forge on" in "quantum" and "As-a-Service" models.
- Pip and Release US head-count and schedule professional head shot photos for Global Leaders and new arrivals in US that have contacts at the low cost regions' Center of Excellence hubs.
- Have a global town hall and hand out a few "rah, rah, awards" and prepare for Leaders Conference; Monaco or Palm Springs.....let's think about that on one of corporate jet trips
- Rework the AOP for a 2-10 plan.....headwinds are stronger than HON thought (why are targets off?) Plan for Q2 RIFs. Look for any business to acquire and spin portfolio....Quantum Computing is slower than we thought. Chase Bank was hacked and hedge in crypto currency needs a fresh look.
- Town hall.....1 slide with "rah rah for H1B visa's" before they jump ship
- Resend Q1 bonus payments and ensure Executive Bonus' are paid
- These liabilities are lucky to have a job (toxic noise from liabilities that dare to make eye contact with an Executive)....schedule professional shoot to remove arms crossed photo after a $500k consultant recommended different photos...."Life is Good!"
@1dg
Calm down. I'm not endangering any lives, so relax. The only thing I'm doing is costing HON more money in RMAs and rework. I could stop it but honestly why bother? I'm serious. Why even bother? You think all these VPs and up care about any of this? Or you? They wouldn't piss on you if you were on fire!!! As soon as it comes down to their bonus or employing you or me, guess what they're going to choose every single time? That's right. So do I feel bad about costing the company money? Not even a little bit. I sleep just well as mad dog does with his new Porsche.
Any employee who is currently "engaged" is either a new hire, a highly compensated Sr. Director and above, or just plain oblivious. You can't continually cr@p on people and expect them to maintain a "company first" attitude.
If you knowingly allow bad quality to ship, you belong in prison. Lives depend on what we do. If you hate the place, LEAVE!
But, you ARE lucky to have a job...
Mad Dog k–led all my motivation and engagement when he gave my raise to me then took it back while the company bragged about having $10B in cash reserves. Then he permanently k–led it with all the Furloughs and RIFs. These days I'm literally sitting at home wasting as much time as I can, and allowing mistakes I see to go out the door and reach the customers because who gives a shjt? The greatest thing about leadership all only caring about themselves is, we as employees get to do the same exact thing. They don't care, so why should we? I'm doing exactly what mad dog is doing; lining my pockets as much as possible while the whole ship sinks.
CORRECTION: The beating will continue.
No one cares about your morale.
This phrase is often said around aero.
The beatings will continue until moral improves.