Thread regarding Ford layoffs

Post lay-off the only thing that will of changed is that the productive people will be less productive, having seen leaderships true stripes. The slackers will continue to slack. Agency, GSR, and LL*.

The blowhards will continue to blow. The malcontents will continue to complain. The pot stirrers will continue to stir.

Have a grand weekend everyone.

@Z6z4JvX-wik you are obviously agency trying to stir up trouble. I am a GSR and when I was in ITEK I would see a lot of workers who were agency (particularly on H1b) come in around 10:00 and stop working around 1:00, but getting paid for a full days work. It was the worst work ethic I have ever seen with no accountability. Yes, are there lazy GSR's? Absolutely, but GSR's have a vested interest in the companies success, drive Ford cars, and care about the companies success. I don't know how many times I have heard agency people say they don't care because their not Ford employees.

Personally, my LL6 is the best, but my previous LL6 was deceitful and manipulative. Ford is like everywhere else: you get good and bad employees/supervisors.

My advice is to stop spreading lies and trying to instill fear in both agency and Ford employees, because ultimately, what will come will come and nothing anyone says on here will impact anything.

@Z6z4JvX-ztq is the only one who has commented on here that sounds legitimate and is similar to what I have been told.

To everyone that has commented - there are plenty of rumors and speculation to go around. To me, the big take away from everything is that the SDR plans where completed at the L4 level...so individual areas results will very. It all depends on how the skill area has been redesigned. Upper management has been consistent in this message since last year.

IT was already redesigned last year.....so from what I have heard, the focus is more on Leadership Level, as most of IT has been split up into self directed small teams focused on a particular project or IT application portfolio...so in theory they do not direct supervision as much, as one L6 could manage 3 or 4 of these types of teams (whom are made about 50% GSR and 50% agency).

IN PD, Finance, or other areas - who knows, it is up to how those areas are being reconfigured as to which group is impact more, Leadership or the GSR's. Will there be GSR's included in the round of sperations - of course, but each area will be different, so it is hard to say and to speculate...which is what is driving us all crazy.

As to another round coming next year - I find that claim doubtful, as in my 20 years Ford has never had two consecutive years of white collar cuts...they usually do a good enough job the first time around to last 3 to 5 years.

May 21st is not the end of it all.. ll5,ll6 and Gsr will have a second round early next year..

Agreed there are dead weight GSRs, however, multiple managers have repeatedly stated that SRD was a "management-focused" effort... to flatten the organization and simplify the management structure. GSR wasn't the goal. Perhaps that will come later.

Tuesday will tell. :(

There are twelve GSRs in our IT department that should be released. All the GSRs in the department know who they are, as do most of the LL6. We all groan when we have to deal with those GSRs as a ten minute task turns into six month project with weekly hour long status meetings. Then the task is done wrongly and we need to submit a new ticket to correct which starts the clock on another six month project. Eventually we need to give up and be telling the business we need to invest in another solution.

The Smart ReDesign is not so smart if it be not addressing the GSRs.

For the one saying, sorry Charlie, what is your comment based on?

My information is coming from those with connections to senior leaders.

@Z6z4JvX-ena sorry to hear you have bad LL6. I suggest you actively seek other lateral positions after the lay-off. I have advised many IT FCGs over my career. Since the FCGs rotate thru three positions and LL6s I have become very familiar with the quality of IT LL6.

There are some LL6 that are negative value; all the FCGs acquire no skills; dislike their positions; receive bad reviews; often quit.

There are some LL6 that are stellar; all the FCGs acquire useful skills, contribute and complete projects; feel valued and receive high/top achiever reviews.

The majority of LL6 are run of the mill paper pushers; managers not leaders.

The negative value LL6s complain to FCG advisors that they always are given the bad FCGs. The stellar LL6 mentor and inspire the FCG to perform to high standards. I have had FCG rotate in each direction, and their performance mirrors the quality of the LL6.

Sorry Charlie but GSR’s are not safe and included on Tuesday.

i hate to say it, but I'm a GSR in IT who could definitely live without my LL6 for the rest of eternity. All the person does is get in my way by trying to prove their value.