It makes my head spin when I think of some people being promoted to places they don’t deserve at all. They are not up to the job and are generally completely wrong people for these positions.
I don’t understand it, but it seems to have become a common practice here. I would be ashamed to be promoted like that with everyone else knowing that I don’t have the capacity to do the job.
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Very common occurrence at UOP over the past 5 years. First we had leadership changes that were clearly promoting women (which was good for me but I didn't get fast tracked). Then the top dog promotes a few under performers to bolt on the new acquired compony (literally people who should have been fired everywhere else). Then one of the clowns who never performed in his old jobs ruins the business resulting in mass layoffs which in turn gets him a promotion. UOP, probably like most HoneyHell companies, has turned a cash cow into trash and continues to promote the bottom of the barrel.
I understand there was a dolt who came from the worst R&O facility in all of Honeywell who left that sinking ship and eventually got promoted beyond his wildest dreams of competence. Being one of the boys he does incredible damage to every group he runs and hides his incompetence through savage meetings with innocent subordinates. Even the strongest industrial fumigants can't remove the Narcissism stench permeating the upper floor.
Not just people but sites as well. Shutting down sites like Anniston, Olathe, etc.. and moving them to bad performing sites has clearly shown that the culture of performance no longer exists or evident in the eyes of our decision–makers.
Chasing OTTR, PPM metrices ain't going to help to preserve peoples jobs nor the site. Frankly, its just good business. When my leader tells me these days look out for results and that it matters, I would flat out state ,'To whom? Not to those people that were promoted, it doesn't'. Honeywell was indeed a great place to work until DC started to wrangle in with the Wall Street boys to make it a living h––l.
@6nbx, it would be the right thing to do to show the protectors of our freedom more respect. That said, there are jerks everywhere, and those who did not enter management as jerks may have to become jerks just to keep their jobs at HW.
I have watched decent people turn mean once they got into management, but I know who put the pressure on them to do it. More often, though, people who lack empathy are the ones who are chosen for HW management positions expressly because they can put the sc––ws to their peeps without hesitation or a flash of conscience.
Loud, obnoxious ex–military hacks? Is that your generalization of all ex–military? Are you mad you didn't get your participation trophy? Did you have a good cry on your mommy's t––t this morning?
It is not common in aerospace and defence to find garbage in management. Loud, obnoxious ex-military hacks with no industrial experience or leadership skills, old-buddies who failed in other companies, flunkeys and suck-ups, the list goes on.
@zpa+1alszGM6 This is known as the Peter Principle. It was meant as satire but...
Related to this is the Dilbert Principle (by Scott Adams) which states that incompetent employees are promoted into management to get them out of the workflow.
As explained in Wikipedia:
The Peter Principle is a concept in management developed by Laurence J. Peter, which observes that people in a hierarchy tend to rise to their "level of incompetence": employees are promoted based on their success in previous jobs until they reach a level at which they are no longer competent, as skills in one job do not necessarily translate to another.
Say what you like about non-capable leaders on the board. No one choose which leader gets to go up except the one that is already up in the higher echeleons of command. Don't like your leader, get out to another company and I assure you the same happens in many other places. Still don't like it, be your own boss. You are paid by the company to work with whomever your leader is. Its just that simple of a transaction.
Well put.....the funny thing when this happens, leaders are promoted beyond their capabilities and then when they prove they can't do the job, they just get moved to a new role in under a year. Take Maddog for example and the head nod leaders he has put in place......Ariola, Klossen, Tarazi, Hillpot.....the list goes on and on......constant churn and the beauty about it in the end, they can just chalk it up as "we need to restructure the department". This all comes down to creating chaos so you qcan continue cost cutting and having zero respect for employees who do the work. Nice work MM, you are a Rockstar and the biggest piece of s#@t I've ever worked for.
Brown-nosing is the way to the top, playing the role of the sycophant and stooge. Real skills and leadership ability are not relevant.
My friend...''
It has been like this for quiet some time and it is a common practice in most large corporations. As long as corporate structure allows bonuses and incentives to dictate the management style, the process of management will not change.
Some of these management folks are really smart and capable, keyword some. But for self preservation and bonus, those folks will nod their head and say yes and yes. The ones that push back on non value added activities and there is a SH¶T-load of those activities, get tossed out or reduced on ranks.
I will admit that HW is beyond comprehension on how idiotic management can be, but it is what it is. Just people that will do anything to stay afloat in management. (There are some good folks in management, at least the ones that I come in contact with. But I can count them on 1 hand)