So we just got notified that forced ranking is coming back. There will four ranks. This will make it harder to get teams working together. I'm sure this is not going to help with quality.
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Force ranking is like cattle grading. The best looking will always get rated higher.
Especially if a certain southern-based LL3 is involved. Eat fast-food with him? Highest rank. Drink cheap beer with him? Highest rank. Are you an attractive young female? Highest rank.
Everyone else gets spread out in the rest.
LOL, delusional design clown, Canopy has failed. Not only is there no interest, it was mocked and ridiculed at CES. Good job CM!
With the PR metrics in place, lets see how he spins it. FLV hasnt had a single win, and he will hold alot of people accountable to say his position.
It's going to be an interesting year, notice how everyone is fake busy yet nothing seems to move forward.
Not a day goes by that I'm not thrilled I was SIRP'd in August. I took some time off and considered just calling it a day and retiring. I had no shortage of suitors for new employment. They found me. I have a new employer today and the difference is like night and day. While busy, my job stress is low now. Much less BS. I actually like my coworkers as they are productive and not credit stealers or friends and family planners. I don't mind going into the office though I don't go in everyday. It is left to our discretion.
I remember the old Nasser ABC rank and yank plan. It was disastrous as you might expect. Cooperation quickly went to zero and back stabbing went to 100. I'm just glad to be out the Ford environment. I feel like I can breathe again.
For those of you who werent around when Nasser was here, if this Jack Welsh plan comes to pass, it will be like a bo-b went off in the middle of World Headquarters. You will see people stabbing each other in the back because they do not want to be on the "C" list. "Why am I 'C' when Bob is a 'B' and I do a lot more than he does? Bob should be the 'C' and I should be a 'B' and Becky is even worse that Bob!". Some good people will be let go because their name was kicked around in the ranking meetings and ended up in the bottom 10% column. It was a very stressful time and brought out the absolute worst in people. If I remember correctly, it lasted 2 years before it was eliminated. Buckle up, its going to be a bumpy ride.
Post ID: @1oyq+1kMgkIan
Canopy has already failed. You can get a Ring cam to cover your vehicle:
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Another example of rank & yank problems that @1lko+1kMgkIan called out is Enron. Destroyed the company by encouraging vicious office politics & generating fraudulent numbers just to avoid being cut. Eventually the only people remaining at a company are the most cut-throat and immoral who have no problem also screwing the customer base.
tough to believe JF is trying to be Nasser 2.0. but it's ford. believe it. the actual JN still laughing all the way to the bank no doubt.
Its again the same policy
If you all dont speak up atleast now the top will be the bottom as time progresses
Speakup for yourself.
Post ID: @1yxu+1kMgkIan
Canopy cannot be considered a failure at this point in time. It hasn't even had a chance yet to show its features to the public in a big enough way to get the visibility it needs. Give it some time to bloom and you will likely take those words back.
@OP If the "forced ranking" is the same system Motorola used, called "rank and yank" (vitality curve), then its a VERY BAD and destructive system. I worked there (and at Ford until August 2022!) so let me tell you all how it works. The system was started at General Electric by Jack Welsh, the former CEO and while it originally was intended for highly lucrative and competitive job functions (e.g. senior sales people getting millions in commissions), Welsh expanded it to include engineers.
It works like this:
Performance buckets are created using a bell curve distribution. Managers get together in meetings and subjectively rank people like knots on a rope, deciding arbitrarily who is "better" than whom. Each bucket MUST have a certain percentage of employees in it. Therefore a certain percentage MUST be labeled as sub-performing. Manager power and politics play a part in the ranking. People who are grouped in the "bottom" bucket are put on a "performance plan" and have a limited time to improve their performance (by displacing someone above them in ranking!) or they are fired. In theory, a department could be full of super performing geniuses of the same job title but some of them would still be labeled as sub-performing.
Teams that have a sufficient number of employees with the same job function and at the same level to fit into the curve, will be ranked that way. E.g. a three bucket system would consist of subPerforming 10%, Average 70% and Top 20%. Bonuses and increases also depend on what bucket you're in. With a team of 10 people at the same level, one person MUST go into the 10% bucket with one foot out the door.
In the SHORT term, the company will see a performance boost with this system as employees compete with each other to avoid the bottom bucket. Long term, it destroys morale, destroys collaboration and increases cronyism.
Hope that explains it.
I bet there's a lot just waiting for a 9month package. Unfortunately, most of those are the ones actually positively contributing.
There is already lack of teamwork because of forced layoffs. Why would anyone want to give away their knowledge if they're the ones who may get laid off next? Being specialized and an expert in your area will at least give you the chance of not being laid off.
So because management does not know how to properly utilize their human resource, people are being laid off. Sounds about right. So when all that’s left is kiss as--s and no one who does real work, then what? Is the Ford family going to start doing real work? Very sad state. When you are giving customers $2500 to not order the high trim Bronco and then steering them to a lower trim or a different vehicle all together, you are going to tell me JF gets to keep his job? Who says we have to make 20% margin? Things were pretty good 96-00, show me that 20% margin. It didn’t exist, instead we got as many customers into our product. This current strategy of 100K vehicles per nameplate (less Fseries) is burning us horribly. We have no scale on other nameplates but F series. The average customer has just about forgot about Ford and entered the ecosystem of our competitors which still offer gateway product that you can get your hands on. Not forgetting the botched design, engineering and quality which have turned probably over a million customers away per year. This company is beyond stupid, more sadistic.
This does not bode well for the rank and file, especially with the recent Microsoft, Google and Amazon layoffs. I'm sure JF is pondering how he will be able to top the layoffs going on in Tech. Expect there to be massive forced attrition, retirements, culling based on performance reviews, and firings to hide the number of actual layoffs at the end of Q1 and Q2.
Although I haven't seen that announcement yet ('cause I'm an LL6 way behind in my scary HR emails - typically send them to a 'review much later' folder), . . . I do not doubt that such a 'quartile - percentile' one-sizer mentality would be their method because it doesn't require much thought or compassion, but only a desire for immediate return on their actions of personal and uncaring greed.
The PRs are used for the upcoming PEPs. FMC can't handle the bad press or lawsuits from another massive layoff based on ageism smokedscreen with EV bs.
From the anxiety on most manager and director's faces, best guess end of Q1 or early Q2 expect to see thousands on PEPs ( highly encouraged to leave FMC ).
Redundant Design orgs are going to get hit hard, DFord at top of culling list ( JF hates them and the design (non)think from Hackett's short term as CEO ).
Ford Next also is a target, except their Directors are getting cut. RM ( useless fake brought from HP ) had his org dismantled, he's done and CM is taking the fall for the Canopy fail.
Ford Management does not care they have Excel file that they need to make work and that's all they see they are in touch with reality.
A company that does not make 20% margin on the cars should not be in business
When your Workforce is disengaged and they don't see their future as part of Ford future you will never get to 20%
They dont tech this in MBA schools do they?
another 5000 needs to be chopped for them to be competitive
Depends. Are u sure that ranking is based on employee’s work related performance?