saw an LL6 on more than one occasion is taken to the shed. They gave the guy a promotion to a manger. Heard that his direct reports in that department took him to HR.
The stock price reflects the people handing out these promotions.
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All the Pulse has become, just like every survey in every company, is a feel good moment for leadership at the company. Leadership believes it is a privilege to work there - whatever company you are at - and based on that alone, the results should be stellar and reflect the 'fact' that it is the #1 company to work at.
This is so far from the truth. Every job I have had, I was initially proud to be there. Until reality set in and I wasn't - politics, deteriorating work environment, fear of yearly layoffs, high turnover, no company loyalty to the rank & file, targets placed on employees' backs, no recognition, focus on the failures instead of the successes, cr---y pay raises, rank & yank evaluations, egotistical managers, doing more with less, etc... The scores I gave reflected that. They started out high and devolved into poor ratings the longer I stayed with the company.
Every company believes it to special. They aren't. They are all a means to an end for the American worker - paying monthly bills and ultimately retirement. The logo on every companies' HQ is interchangeable with every other logo out there. Every job out there has pretty much become a dismal grind because leadership at companies have made it that way.
The pulse scores are a waste of time. Sometimes people are singled out if they are known to give a bad pulse score but, in my area, nothing positive comes of it. As an LL6 I typically get very good scores. In one case I received a single piece of feedback that troubled me and I honestly wanted to know more so that I could resolve it. I shared the scores with the team and said I was interested in hearing more about the negative feedback so that I could resolve it. I said that if someone didn’t feel comfortable talking to me directly they could leave an anonymous note, talk with the LL5 or talk to another
LL6. Nothing more was said and the LL5 said I shouldn’t worry about it. Why do we have pulse if we aren’t going to worry about it? The issue with pulse is that the feedback is so general that it’s difficult to find root cause if you’re interested in resolving it.
I’m amazed there are still id--ts that take even 30 seconds to go a pulse survey anymore. If you have worked at Ford more than a couple years, you should have figured out by now that taking the pulse survey will never improve anything, and if you answer honestly may actually hurt you.
I can’t actually remember the last time I have taken a pulse survey.
There are pockets of goodness @ Ford.
There are pockets of extreme toxicity @ Ford.
The toxic rise to the top and multiply because they are willing to do anything to advance and then they promote people just like themselves.
The areas that seem to be problematic are areas that do not really contribute to the bottom line, Ford Credit IT, and IT areas centered around older technologies and infrastructure. YMMV.
I worked for FMC 2 times, for a total of 19 years. Still working.
I have not had the experiences that some of the posters commented. It is almost like they work for a different company.
There were a few times where we sat in group meetings, with the LL6 and discussed how we could improve our low scores. Most of time there was nothing that could be done at our level (UAW issues) but we went through the process anyway.
@yuj+1bCDGyt1
Almost exactly my story; the only difference was that LL5 was out of it/did not target me, only the LL6.
On my pulse submissions, whenever it was gonna be a negative one I've always made sure they easily could tell it was from me. My criticisms are always legit, and I save my management time from having to conduct an investigation just to figure out it was from me. I think management appreciates that.
I was part of a group long ago that had a LL6 with really bad pulse results. It took a few years of bad results but eventually they got moved to a job that was a better fit. But then I heard that new group had a bad pulse. Go figure.
@kfg is 100% correct based on my 25 years at Ford.
Absolutely nothing.
One LL6 I worked for consistently received horrible Pulse scores. One year HR sent out a second follow up survey regarding the LL6 which also showed the issues with the LL6. This prompted the LL5 to have a skip level meeting with the team to discuss the team’s problems. The LL5 and LL6 then targeted one person after another for removal. According to them the team members had mental health and personal issues and were abusing the LL6 (not the other way around) The LL6 still works at Ford and continues to behave badly.
So if you think that Ford actually cares about your opinion or welfare think again.
The LL6 tries to figure out who the evil-doers are who are doling out those bad reviews.
They advance on the journey to LL5.
Generally nothing. GSRs may get punished for giving bad scores though. This is Ford. Logic and common sense stops at the door.