Thread regarding GE Power layoffs

How to fix GE..things you cannot say

The typical employee now at GE is a 20 something college grad with limited real life experience who works a 20 hr work week. They are more concerned about their next job to care about the one they are supposed to be doing.

While I could never get away with suggesting this publicly , here are the things that will really fix GE...

  1. Stop all Hiring (No DTLP, OMLP, XLP, Interns etc) you have more than enough people already.

  2. Go back to having allotted vacation time and work hours. People need to be present and do their jobs.

  3. Identify top talent you already have by performance. (Not college, or leadership program attended) train them vigorously and promote them. They care and will put forth the effort to turn this thing around.

  4. Close Crotonville..it is a luxury you cannot afford AND represents old GE too much!

  5. Bring back real performance reviews . Force rank and aggressively eliminate low performers.

Great companies are about great people.. get back to basics, identify those great people and get out of their way!

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Post ID: @VMuflbN

8 replies (most recent on top)

THE CAS and and its new sibling XLP are a marjor part of the reason why GE culture is rotten to the core. The production and promotion of leaders from these programs and their subsequent injection into the various GE businesses is akin to self injection of potent venom into your body.

End these programs now. They are waste of money, chase away good talent and are responsible for producing and pushing into our organization of terrible leaders.

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Post ID: @VMuflbN-yzxr

As a female 20 something who experienced s-xual harassment worked her a-- off while the men went to 2 hours lunchs and happy hours and dumped their work on those of us that didnt and then they got promoted... not everyone is working 20 hour workweeks but Id like to see what part of your diverse group who is not white males only work 20. glad to be done with that sh--hole. I have been told by multiple people I should have sued based on the things I experienced. They were before #metoo and the no retribution c-ap.

At this point, taking all your advice list wont dig that sh--hole out. Let it sink and get sold for sc-aps.

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Post ID: @VMuflbN-gbyz

The main topic of a recent meeting was around the idea of diversity. The slide deck shown 53% of the team is employed 3 years or younger and 83% are male. The VP talked about how we need fresh ideas and new talent while in the same breath talked about providing domain knowledge for our Power customers. She also talked about shrinking the gender diversity. Being a 20-year veteran and a white male my time was limited, with a heavy heart I decided to move and left GE. The last person please turn off the lights.

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Post ID: @VMuflbN-dkyu

Agree

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Post ID: @VMuflbN-auue

These kids lack real life experience and their sense of self-entitlement shows it. Also why do they need to hire immigrants? Hire Americans, especially white Americans, no more overseas VISA's. Make GE Great Again!

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Post ID: @VMuflbN-9vjf

Agree with all except the forced ranking. That was an ineffective system that many other companies also copied and discarded since they never actually revealed to you exactly where u were in ranking in relation to other employees.

My humble suggestion would be to get rid of this very aggressive GE work culture where employees are constantly stressed and over-worked and which doesnt even deliver good results.

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Post ID: @VMuflbN-7zsi

GE just stopped forced rankings a couple of years ago but the problem has been in the making for years during which there was forced ranking. All that happens in forced ranking is that incompetent managers award high rankings to their incompetent but charming reports.

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Post ID: @VMuflbN-ciz

As one of those twenty somethings that came through the leadership programs - I agree.

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Post ID: @VMuflbN-dkk

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