As far as I can see the good ones are long gone, and literally everyone that I keep in touch with from other organizations has low opinions about the managers. Is there anyone that is satisfied with their manager?
15 replies (most recent on top)
My manager was a pig. Glad he finally retired.
What was wrong calling managers puppet's that got delete isn't it true above them has them on strings.
Previous manager put me on PIP for back performance on a project that I was not involved with…. sounds like he pulled that from somewhere the sun doesn’t shine.
My manager is amazing
According to third party surveys and "feedback" from employees HW claiming its one of the best places to work. I guess it helps when you PAY the third part to say that. Probably for the right amount they let you write your own review.
This thread has nailed the problem at honeywell.
Fear. Mostly at the president and vp level.
They fear any mistake and they drive it down to the employees.
Imagine if they coached a baseball or basketball team.
Anyone who stole a base and failed would sit on the bench and be reminded to listen to the coach. Nobody on their basketball team would ever try a three point shot.
Too risky.
This is the context of honeywell.
Read malcom gladwells book "the tipping point" he talks about the power of context"
I know leadership reads this site.
If you want good managers then Celebrate their Failure. Laugh and talk about mistakes.
This is the only way your managers will trust you enough to actually start to think again.
Meanwhile ... good luck winning a game when your team is afraid to steal a base or shoot the ball.
Great managers reside in development. Managers who are whooping creatures for HR’s 9-block exist on blue because they tolerate the BS. Take me to 1989 when reality was reality
In 2018 I had 3 different managers. None of them even had a degree in the field that they were "managing". All 3 had to be "led up" from our team, meaning that the individual contributors had to train and manage the managers, on top of the work that we already had to do. Performance went off a cliff. Honeywell picks some real winners (sarcasm). I don't understand how this type of situation is even allowed to happen.
My manager can’t make a decision without asking his manager first, they seem afraid to pull the trigger on any decision for fear of blow back. Can add days to the process.
Sad, very sad.
My manager is great.
Where I work, the lowest level of management (can't bring myself to say "leadership") that can make a decision is Sr. Director. And they are "not infrequently" overturned by VPs. Managers can only make recommendations.
@igi is absolutely correct. Managers are powerless to actually use their leadership skills (that they learned elsewhere) to maintain an engaged and highly functional team. Everything is micromanaged negatively from above. We are unable to reward people for a job well done because that would cost money, and we are unable to intervene to try to help a non-PIP offshore individual with issues impeding their performance no matter our people skills, because the employee might become disgruntled and cost the company money. (No Americans on my team, who I'd be instructed to PIP in a heartbeat.) And of course I would come off as the bad guy, always having to put good people in Box 5.
My current manager isn't bad. They try, and in another company, would probably be really successful at keeping a functioning, productive team going. HON policy ties their hands on so many things, so they can't fix the underlying problems. But at least they try.
Wrong question. Managers have zero power in the day to day work in Honeywell. They cannot hire who they want ( HR filters all resumes against unstated rules). They are forced to rank and PIP even the best teams creating dysfunction and churn.
The whole iManage campaign was an attempt to blame and assign responsibility to managers when they have no actual ability to manage resources or solve problems.
This is an extension of the same tactic applied to teachers by academics who believe that “anyone can excel” so it must be the leader /managers fault. It is the same dysfunction that is behind my 12 yr old being able to get an A on the 2018 Florida state standard exam in math with a score of 17 out of 50. (True story for another thread). The teacher wasn’t at fault for my child being rewarded despite a lack of excellence. The top brass is at fault. This is what is happening to Honeywell managers. Skewed and useless metrics meant to achieve political correct goals at the expense of true
Yes. Darius and the entire leadership team are excellent managers.