Companies like Honeywell practice "burn and turn" meaning they hire people for about 3 years or so, extract as much unpaid free overtime as possible through constant abuse, threats of layoffs and firing. Then once the employee is exhausted they force them quit or lay them off anyways so they can hire a new person for the same or less pay and avoid having to pay raises or benefits out.
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[Original post at @Lpaf+1aOs41Cs ] This is unfortunately the essence of how things work here.
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No one manager knows what their employees do period. I know more than some senior personnel and constantly correct them on the how to’s and don’ts. Savings their butts and all I get is ... nothing. I am burnt beyond words. Sick of all the “stupid” non logical bs. Love my job. Yes and no. Return to an office is bs. I do more at home. Maybe an odd cat. Today might just seal it for me to move on.
I recently spoke with a veteran of the car sales business who confided that the average tenure of a new hire in that business is 90 days. That's because they hire a young guy, encourage him to get all his friends, relatives, church members, etc. to come into the dealership and buy a new car from him. Once they're sure they've extracted all his contacts they drop him like a hot rock BEFORE they have to pay him benefits. On very rare occasions they might see promise in a new guy and keep him. If he makes it 12 months he gets known as the "old man" of the dealership.
How is this much different from what's been described above?
The incompetent in charge truly believe a new person can do the job just as good as a veteran worker, no cognizant recognition of what it takes, this is why they repeatedly fail
I once actually found a PPT that had that strategy in writing. It was on a Sharepoint site that wasn’t properly secured. I wish I had screen shot it and this site allowed photos
It was about 7 years ago maybe more. The last few years of Cote. Who would have ever thought I’d miss Cote
This may not be official HON policy but this is exactly what is happening. Most people I know have quit after 3 years. Surprisingly many left after getting promoted (title change)
A lot of down-and-outs are hired as contractors in the Cdn. operations - they won't hire permanent staff if they can find a stiff on contract.
I agree Honeywell practices employee turn-and-burn. In my experience it’s in a 3-5 years period for white collar employees. Many of those employees are left with lots of personal problems and issues that can last a life time (family, divorce, addictions, affairs, mental health, burn-out, depression, etc.)