Was told that my review wasn’t too negative but not too positive either.
What happens if someone gets below expectations?
I feel I was thrown under the bus
12 replies (most recent on top)
Everyone s in danger. Even Despite Every Incompetence (DEI) candidates. So don't worry. Or worry. Up to you.
@1kiz+1qtRrMj7 All supervisory LL6 participate in the yearly ranking of GSRs. The LL6 who don’t challenge the ranking of the do-nothings are culpable (even though they want to claim they had zero input).
Nearly all LL6 just go along with fake assessments and rankings. Inevitably there is a cabal of FnF LL6 who vote for and rank all the FnF higher than others. The ranking lists are used by higher levels as the first level filter.
LL6 for 15 years - spouse is a LL5. My spouse routinely complained about nitwits being at the top of the rankings he received. And routinely complained about other LL5 rating nitwit LL6 at the top.
LL6 here, can confirm that in at least two layoffs I had zero say in who got laid off. I was communicated by my LL5 that impacted people were getting communicated by our LL4 at the same time I was. LL5 was a good friend, later told me he/she was able to provide input in who was performing better/worst, but the ultimate decision was on the LL4 level above.
Takeaway here is that it varies by group. Pointless to make blanket statements about how things at Ford, it's a huge company.
@h1br regarding
“ When my LL6 was laid off last year, he told me that the manager (LL5) got the word from their superiors LL3 / LL4. Several were eliminated in my department, not just one, then the GSR's. He told me he had the opportunity to chat about getting let go and the manager told him he got word from above and had absolutely no role in the decision making of who was let go.”
The LL6 may not of tied events together, but they indeed played a role in selections, as did the LL5, LL4 and LL3. The LL6 will have provided a list of employees their rankings, value, etc to LL5. LL5 adjusts the list to protect FnF and adds LL6 to the list and passes to LL4; who again adjusts the list to protect FnF and adds LL5 to the list and passes to LL3; who again adjusts the list to protect FnF and adds LL4 to the list and passes upwards.
Resources are then red-lined and passed back to LL3 who again can adjust the list (sometimes with underlings input, sometimes without). After a few rounds the list is solidified.
So if an LLx tells you they had no input they are either quite naive or telling tall tales.
Many LLx don’t have the backbone to admit the role they played. It is easier to blame some other dude.
The ignorance in here is astounding. I am a minority & female. I was still laid off. It’s not about black or white. It’s about green.
Honestly, executive management doesn't look at individual names throughout their department, they just stare at the budget and the final headcount handed to them by the business office folks. You want to find out how your department is fairing, talk to someone from the business office about headcount and make certain you ask if the 10% efficiency target is included in moving "your" jobs overseas. The displacement area is where you need to worry. Saving $100k to move your job to Mexico / India has way more significance than how you perform, they can let that go until your job is moved. Can't move anything to the cash-cow too fast without interrupting the work that is required.
When my LL6 was laid off last year, he told me that the manager (LL5) got the word from their superiors LL3 / LL4. Several were eliminated in my department, not just one, then the GSR's. He told me he had the opportunity to chat about getting let go and the manager told him he got word from above and had absolutely no role in the decision making of who was let go.
The focus of the job narrows within to two / three main areas and the folks who can / will do that job within the headcount target are identified and the remaining folks are cut. Doesn't matter if they were super-achievers or mid-level, they are cut. Now if you are one that sleeps at their desk you're in trouble. My LL3 / LL4 doesn't know anyone in the department or what they do, just realize they have some squares on an organizational chart.
The LL6 is the glorified go-between managements requirements and the task that needs to be done. They get rid of you, they need to have a new person step into the role, train the person to do the jobs and who knows if they have someone better / worse. Who would take all the extra effort and risks for that - no one.
Financially they will take pride in hurting you with a meager raise and profit sharing check by giving you a below target. Getting someone new in that role takes an immense amount of time to get the ball rolling with the new person and odds are this rarely happens and takes a significant amount of time. It takes what at least a year to learn these stupid acronyms and another for all these over abundance of processes that handcuff the D&R from doing their job. What happens if they get rid of you, train your replacement and within a year that person finds a job elsewhere? Back to square one, but even bad employees has leverage in the process without realizing it.
You are. Start looking for another job now. Its easier to get another job while you still have a job.
The Magic Eight Ball says “the answer is yes.”
No… if you are a DEI hire it sounds like they are setting you up for a promotion. Congratulations!!!
Yes, that burning sensation on your back is due to tire tracks, and it is your LL5 or 6 driving that bus😉
You'll spend more time worrying about that then you will getting your work done. Don't worry about it. just keep your head down and do your job. If it's not meant to be then either way there's nothing you're going to do about it and there's nothing anyone can do in this board to help you. Ford has laid off people with enough skill before that I truly don't think it really matters. Don't let it keep you up at night. Worrying will get you nothing.
Depends on how big the bus is in your dept.