I can't understand why instead of quality issues, which is a huge core problem, they give priority to minor issues and side issues. Management needs to tackle the right problems, but instead they are persistently spending a lot of energy and time on the wrong problems. It's become really ridiculous and frustrating.
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That's from the same quality department that kept showing the high correlation graph between initial quality and reliability for internal metrics. They had egg on their face when warranty exploded. Department seems to be led by anxious pleaser goof ba--s.
Your highness, I come bearing good news🤗
2021-Q1 AICP metrics has NA Quality as ABOVE PLAN
Looks like we are exceeding whatever performance metric the leadership team has set for us regarding Quality.
I think I'm going to try to be a trailblazer in this company and incorporate white supremacy into my program DFMEA as a bad failure mode. Severity 8 at minimum. Critical race theory and DEI activities are my prevent recurrence and recommended actions.
Just read a story that Disney is teaching their employees that such traits as timeliness and comprehensiveness are white supremacist and racist. Is it any wonder that quality and productivity are suffering at today's woke corporate temples of the diversity equity and inclusion religion?
Wouldn't want to be too comprehensive with those DFMEA's and Control Plans and wouldn't want to be on time with the program plan lest we be called racists.
If the primary measure is chasing youth and diversity for which management is rewarded, how the heck do you think anyone in power will give a cr-p about quality. They won't because you get more kudos for the initiative of the moment which is anything but a focus on quality. As a Ford employee I know the cr-p we are making and chose not to waste my hard earned money on our product. I chose a competitor's vehicle we have internally benchmarked as better than ours. Think I'm going to waste my money when I know where we stand against the competition? Nope. I bought the BEST in Class and got way more bang for my buck as well as and quality - hands down because I have the results of the tear down.
you got me. I have no idea why company leaders act so clueless. Woke agendas, diversity ecstasy, virtue signalling press oieces, inclusion parties. Etc. Probably because they get paid millions either way. Everyone of my family members have bought 1 or 2 Fords on my Aplan and wont EVER do that again. Poor quality, indifferent dealers, premature failure of major components. I have to try to advocate for what is truly bad quality and poor engineering. Not every vehicle Ford makes is cr-p but enough to send them to Toyota and Honda permanently. Its sad. The leadership, except for trucks, does not know how to change Ford to bring consistently high quality to market that can satisfy customers with quality, reliability, and durability. What gets sold is smoke and mirrors.
Cmon man. Farley will fake it until he makes it.
Come on! We are Ford Motor Company. All I hear is people saying how this and that is bad and how they wish it were different and blah blah blah yadah yadah. STFU. Seriously. Ford is a pretty darn good company. You can always find something that you don't like about anything. But here is a fact - I am proud to work at Ford Motor Company! So if you don't want to be a part of Ford's future success then you should think of finding other work. Time to get on board or head on out!
Diversity equity and inclusion are the right issues. Productivity and quality are not the right issues. Because this is a made up religion and religious moral issues trump reality.
Unqualified and incompetent leadership leads to focus on non-critical tasks and ignoring critical tasks.
Evolution under supervisor
- competent LL6 and competent technical specialists
- five incompetent and non-working GSR on PIP (personal improvement plans), and being encouraged to find positions at Ford that they could actually perform.
- one incompetent LL6 team lead who was installed by LL5 as a political favor
- three competent working GSR
- incompetent LL6 made the supervisor, the competent supervisor SRD
- technical specialists SRD
- the five incompetent GSR were removed from PIP and declared superstars by new supervisor. They are designing our future.
- two of the competent working GSR resigned from Ford.
- the remaining competent GSR is interviewing for alternate positions at Ford but the supervisor is blocking movements, 28 years at Ford and want to hit 30 year pension gate.
We are directed to work on non-essential tasks, so none of the essential tasks are performed. When SHTF an emergency is declared and Ford pays an army of consultants $200-$500 per hour to solve problems that the incompetent team both created and ignored.
At this point why care? total clusterF.
Are you sure quality issues are a huge core problem for Ford?
Management is focusing their limited resources on the "wrong problems" because those are the metrics given to them on their PR by their superiors.
The first step towards addressing any issues is first admitting to yourself that you have a problem.
We don’t need to manufacture quality vehicles, all we need is data to sell! Nobody at Ford cares how often you have to take your vehicle in for repairs, that’s more data we can collect from you to sell to someone, although we have no clue who wants to buy all this data we think we are going to be collecting.
Post ID: @1yrw+1aIyQytT
I would agree.
In PD, the promotions to LL6 that I'm personally aware of were individuals who were 28, 31? and 33 years old. Not sure about the 31 yo, she may be younger. I like them all and don't take anything away from their abilities, but I just think experience and time in the job should count a bit more.
It would have been nice to see what age range the LL6-1 were in the chart they showed a couple of weeks ago at the RT10. I'm sure with their gender and racial goals, they have also have set goals to promote younger candidates. This is evident with Ford's promotion of the 30 under 30 programs. The younger the better!
@1cvn: spot on. For the past several years, they have forced competent employees out through various programs- VIP, PRP, SRD. While there are some competent employees lefr, they are overwhelmed with work and out numbered by incompetence. Meanwhile, in an attempt to appease the youth and various underrepresented minorities, they are handing out promotions like candy. The vast majority of those promoted lack experience and / or are not qualified. They are not capable of doing the engineering or critical thinking required to deliver quality vehicles. They just don't have the skill sets required to do anything other than surface level thinking. With the recent focus on gender /racial equity and the goal of hiring nearly a thousand software enguneers, the current state of quality will only get worse.
It is more important to focus on Farley’s race car driving.
Because they can’t solve the right issues. They don’t have the skills.