So does anyone anticipate that the mid-year reviews will drive a new attrition situation? Is that what leadership has been waiting for... before a new RIF/Furlough announcement is dropped? Does anyone have insight into this?
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Honeywell still has to get legal department approval from the internal legal department to fire someone even in a right to work state. This reduces the chance of the terminated employee filing a lawsuit and Honeywell having to pay more money to settle out of court. All Honeywell Plants should implement a union. UTW united turbine workers of america. I have the copyright and I'm the current CEO of that union. Feel free to join anytime
Arizona is a right to work state,meaning the company does not even need a reason to fire someone.
Honeywell can't just fire you, it has to be approved by legal. I know of a false claim made against a manager and when the manager was questioned, they told their side. HR called them manager back up several days later and said the managers side did not match what the other people that was interviewed said. Managers reply was just fire me - HR's reply was we can't because we don't have a reason.
I am sick of it too. I am ignoring their crap and if they want to fire me, PLEASE DO!!!!
I don't care anymore. I'm tired of playing these childish HON games. Just fire me.
What does this all mean? If think you are safe because you were in the 5 block last year, chances are you will be in the "elbow" this year, so brush up your resume. Of course this is moot if your are in the "good ol' boys or girls club", then all you need to do wipe the stuff off your nose before others see it.
I imagine it will, since every action HON takes is aimed at this exact purpose. Making it miserable for employees and forcing them out is much less expensive than paying RIF severance packages. Now that they've eliminated the earned vacation benefit, they're gonna save millions by not paying this vacation out when people leave. Market it as "free" and "unlimited" vacation like we are just a bunch of dumb idiots when it's obvious the true intent was to reduce their financial exposure.
Not sure about any of you, but I am sick and tired of being treated like I'm an oblivious moron. The PER survey meetings are a prime example. Send invitations to meet with HR to "help leadership understand the low scores"? Really. So leadership needs help in understanding why job security, benefits and general employee attitude scored lower than ever this year? This is clearly a lie and intended alley to appease the employees by talking with HR with the promise that HR will share that information with the same schmucks who are instituting all the policies in the first place. Yea, that sounds good. This is why no one bothers going to those meetings; it's a giant waste of time.
Last year, for the first time, they used the mid-year review, and managers were given the freedom to manipulate the 9-block, mid-year, to set people up for the two RIFs that followed. Some, managers grabbed that opportunity to protect their favorites and shaft others, regardless of performance. This year, they claim that everyone will be reset to 5, but managers have always had a secret ranking system, so don't feel too comfortable with your position in the 9-block, or the updating of your career profile. Your manager have already planted a target on your back, regardless of your performance. Let's not forget that almost 50% of the RIFs were involuntary, and many volunteers were rejected, because managers point the targeting laser.
I would assume this is why there is such a strong push to "update your career profile". So, yes.