I started working here in 2005. I remember being fascinated by my colleagues at the time and learning a lot from them. Now this is unfortunately becoming a company of mediocrity. There are people here who a few years ago, in my opinion, couldn’t even get a job. Why does this bother me? Because it is much harder to work with mediocrities than with people who are top experts in their field.
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Ah yes, the published bonus targets.....however, there are a lot of GSRs in certain areas that have a higher target. A special designation that gets them pretty darn close to the LL6 bonus target. Talk to your friends in Mobility.
@2var+1fbyOP2H
Laughed when you said we are only One Ford when we have to do someone else’s job. Laughed because it is painfully true.
The other truism is you are not allowed to determine the root cause of an issue, unless you are the root cause. If you do, you are not a team player because you are finger pointing and placing blame. Even though you are talking facts about processes, data, and outcomes (not people).
I finally realized that the LL* and in-crowd GSRs attribute their sins to others. For example if they accuse you of finger pointing (when you are not), they are doing so because they themselves are chronic finger pointers.
Got the heck out of the company as they clearly producing quality was not a priority. Preserving the status quo is the name of the game.
@2xmp "An LL6 bonus target is NOT double a GSR8's."
Not that it matters, but I can confirm that it is.
An LL6 bonus target is NOT double a GSR8's.
@OP Today I learn of someone else leaving the company. He was the most knowledgeable in his team. Now there is only one guy in another team, if he is not gone as well, who used to be the second more knowledgeable person in this field at Ford.
The problem is that when this guy didn't know the answer, we used to go to the guy that recently left. The rest of the team is barely Ok, and not good for atypical requests (that at Ford, for some reason, there are too many of those). I know these 2 guys were usually really busy, and now with only one left, who knows?
Maybe I am a little pessimistic, but little by little, I have seen the technical knowledge escape through Ford's front door. During the SRD, I was handed more responsibilities because people left my team. Now I am the only SME for a couple of technologies and I'll probably will be layoff this year or I'll be forced to walk out too. How in the he-l can Ford expect to do anything by throwing out the best or allowing them to leave?
BTW, just yesterday I had to help another team, because after the one guy that did 90% of the work moved to another team, the remaining people are clueless. Some of those, they have been working at the company for years, and still clueless like the first day. Too bad we are all "One Ford/we're family" only when I have to do someone else job, but not when is time to collect my paycheck/bonus.
@2oim+1fbyOP2H Depends on where an LL6 is at in the “range”. Could be significant higher than GSR8, plus double the bonus.
I agree with the sentiment of the last commenter except for the pay. LL6s do not get paid much more than a GSR8. Makes me wonder why anyone wants to be an LL6.
Sorry LL6 supervisor below @1jav+1fbyOP2H
But, that’s what you get your big a$$ paycheck for. I’m sick of the whining managers who make $$$$$$ complaining cause they have to actually work. You were the one who got promoted over your peers for whatever reason, so figure it out.
As an LL6 supervisor, it is very challenging to manage employees who are working remotely. Just ask any teacher how hybrid learning is working out. Teachers have simply given up on trying to motivate students who are remote learning.
You are all correct and its been going on longer than you can imagine; it's only going to get worse. Their called Ham & Eggers!
The whole time I was at Ford my coworkers and LL6 were trying to pull me down to their level. It is such a bazaar company culture.
My employers and coworkers before and post Ford encouraged each other to excel and constantly improve. In other words, healthy productive workplaces.
Before I left Ford was filling seats in the group I was in with wholly unqualified and unmotivated people. Out of 30 hires, exactly one was a good hire. Glad I left.
Get woke, go broke has it's disadvantages.
When you hire subpar, don't be surprised when you end up with subpar results.\
Why pay quality employees right to do the job once, when you can pay cheap employees to do the job three times over? Trust the science.
Yes, this is true. That's why I am looking at other opportunities. It's difficult to work with a bunch of people who have nothing to share and are unwilling to come into work and pull their weight.