Thread regarding Ford layoffs

@1avy+1iomqaZY
It depends on the area you are in. There are some areas that run lean. But a large percentage of Ford are professional loafers.
Many Ford Credit IT groups had a large amounts of fluff and loafers. 50% were non-contributors.
ITO DBAs 60% non-contributors.
Mainframe ITO is 70% non-contributors, many have been knob polishing for 20+ years. This includes the supervisors.
Just a few examples. And no, none of the professional loafers have been cut.

"Ford has 50%of the GSR and LL sitting around with not knowing what to do and don’t want to work."

That was not my experience in my time at Ford. I found the people I dealt with to be hard working and competent. What I did notice was that the higher level managers (e.g. LL5 and above) who only had managers reporting to them, seemed to be out of touch or lacked understanding of how work and projects actually get done. They seemed unable or unwilling to find out how to increase efficiency, eliminate processes that don't add value and remove roadblocks so people can get the work done faster.
FYI I was let go this week as part of "the cut".

green badge - - spot on

Green badge here. When I started working in this company, I had two talented blue badge coworkers, some deadwood and a clueless manager. The team worked fine and excelled. I loved my job, and I didn't mind working a couple of unpaid hours more a week to deliver in time. After all, I was thriving in an stimulating environment.

A reorg took one of the talented to another team. I was still limited to 40 hours a week, no OT allowed. The remaining guy became the work horse. He did an excellent technical job, and worked around 70 hours a week. AFAIK, he didn't get paid OT for the extra hours. The job sucked due to all the stress, and some bad management decisions.

The work horse guy went to another team, by his own choice, because he was afraid of the lay offs. I am still limited to 40 hours a week, no OT allowed. I am not willing to give my time for free to Ford. The workload keeps piling up, and I don't give a sh!t anymore.

LL6 retired with a package last year (still clueless, but he knew what was coming). The deadwood survived this week, still not doing anything useful. I am waiting for the tap on the shoulder, but it seems I will be spared until next year.

There is knowledge still in the company, but it is very hard to find the right person. All the reorgs and lay offs accomplished was to mess things up. Unless you have being around for years at Ford, and kept track where the knowledgeable people went, your chances of getting the right info are slim.

@ywh - It's hard to consider it being worse, but I agree conpletely.

@bvo ,

“my guess is the contractors will function at much much lower levels.”

Not according to the ones who post here and one I’m dealing with now. They are the saviors , Ford employees don’t do anything.

Ford has 50%of the GSR and LL sitting around with not knowing what to do and don’t want to work. However, management have no idea why the jobs are not getting done. The feedback is that the GSR are overloaded with work, a bunch of bs. So now the LL hire more contract workers to do the work that the GSR supposed to do.

It’s like you hire an electrician to fix the problem at your house, the electrician don’t know how to do it so he hire another electrician to fix it for him. So they both got paid from you.

This is how the culture is at Ford.

Yeah there's about 2.3x the number of jobs posted externally vs. Internal when I looked last week. No telling what it's up to now. Sends a clear message for the remaining employees. It's sad honestly, throwing those who have brought the company this far right under the bus. I'm just glad this week is almost over, so I don't have to think about this place for a couple of days.

"she is an airhead" brought back memories of my days at Ford when a woman that didn't know where oil went in her car was a LL6 supervisor in an area that should have required knowledge of engines. She was out on maternity leave for a while and was promoted to a LL5 upon her return.

@ttv+1iomqaZY is correct. There is no point to setup your own layoff/fire voluntarily.

It also needs to be pointed out is that, other than HV battery, EV associated technologies are very matured. Today's high demand employees will fade into the sunset sooner than you think. Be ready.

New jobs are posted everyday on the external site!

Imagine being one of the contractors filling in those senior engineer's shoes. They are paid much less, have no benefits, get treated like dirt and will have more pressure on them. They won't be able to do their best work. It's a vicious circle of failure to gut competent people who to save money. Every time we get a raise, it brings us closer to being a target during a purge.
Also, loyalty works both ways. The remaining staff will have no illusions of Ford loyalty, so they will reciprocate in kind. More failure. If you catch yourself caring too much about your program, stop yourself and think about how you will feel one day later when it is you that gets tapped on the shoulder for a special meeting.

I believe Ford will see a significant jump in warranty and quality problems going forward. As a lot of our time in PD focused on that… and rightfully so. Heartbreaking to see so many talented PD supervisors let go. I lost five.

What you're saying completes the circle. I bet the senior engineers were GRP high cost employees whereas the contractors they converted are considerably lower cost. Good luck functioning now because the loss of 1 is pretty devastating much less 2, and my guess is the contractors will function at much much lower levels. I hope you don't mind working nights and weekends going forward because this is what it will take if you want to survive future cuts. I was an equivalent to the senior engineers you described in my dept and completely realize this is all about cost saves and HR making their numbers work to avoid lawsuits- nothing more.

Let me guess, PD ?

Which org?