Today I got a call from my manager saying he was told to ask his employees to introduce two people that can do their job.
I know there was a thread a while ago about this. Did anyone get something like this?
Not sure what the real reason is? He says this is for case if anyone was sick or leave the company.
Tell your manager the 2 backups will be him or her as managers should be able to do it, right? And the 2nd nominee is his or her peers or their own manager.
Tell your manager the 2 backups will be him or her as managers should be able to do it, right? And the 2nd nominee is his or her peers or their own manager. :-)
Maybe name some if the good people who were laid off / slayed off.
Tired Director (-1eco) stated it correctly. Managers are not actually supposed to even talk to employees about the succession planning so as not to givs false expectations. We were told that in the training
Before I retired people who i helped support technically, "asked who I was training to do my job". My reply was "no one because there wasn't anyone to do my job and they weren't going to hire anyone to replace me." They looked at me and said "you don't care do you?" I replied "it wouldn't matter if I did."
The key aspect that was missed is replacement or promotion in the succession plan must be a 1-2-4 in 9-blocks HPD rating. You must also be willing to move to the hub for your SBG or your Corporate function
And 5 is not a good rating
If you were a "good 5 and solid performer" you cannot be on succession plan
It's in the training material for succession planning
E.g. For AERO ISC you need to move to Arizona or your career is over or at least stalled
They rolled that out in the test labs too. Calling it "3 Deep". The problem is with the amount of work and lack of qualified bodies it can never happen. There are so many different work sources in the lab and some are not frequently reoccurring. Exposure time to learn would be minimal.
"This may also reveal what will grind to a halt if certain people leave with no backup to step in place. Aerospace in particular can take years to cultivate a productive and competent engineer."
This is what happened when I left. There hasn't been one TSO granted to a product from my old Aerospace group since I left several years ago. Certain types of engineers aren't even productive until they have at least 10 years of experience. These jobs can't be replaced by emerging markets...they've tried.
Nice. So I get to create fake training tasks for two ambitious wannabes? Awesome. Mostly I just look at recruiter sites and apply for side contracting positions that I work on the side. Will be sure to teach the new guys how to work a side hustle.
For years every dept did succession planning but glossed over it without giving it much thought. This year in the HPD system they added a tab for managers called Succession. By 6/14 all managers have to have ready-now successors for themselves and their direct reports (band 3 and above) as part of their yearly goals. Also have to identify employees that are 1-2 years and 3-5 years away for each position. Your manager didn’t need to bring this up with you without telling you what I just did. I completed it on my own without getting anyone worried. Another check the box exercise for HR.
Do the needful !
I have a lot of experience and a job noone else wants to go anywhere near, a lot of work. My boss has no clue, just a pusher. I have been told multiple times that I need to have a back up. He will not assign one. Matter of fact he doesnt like making decisions, just a pusher. At one time or another I have mentioned every other name in our group and he thinks for a few seconds and says that wont work. The new Honeywell, managers that dont make decisions or help in any way. So when I'm out of office, I think he pretends I'm still at work.
Haha. Even more reason to tell them nobody can cover you and that they’ll be screwed when you leave.
Does this company even have loyalty to the top 10%? I can’t imagine a company running will if 90% of the employees are treated poorly.
This has been ongoing for many years, but this year they have to have a verbal conversation with the subject employee or his/her manager, either one, to make sure they agree you are willing or could take over for someone else should they exit the company. Appears to be a sign there really is a serious problem of people leaving or could be leaving one way or the other so they need to make sure the business can still function if key people leave. This may also reveal what will grind to a halt if certain people leave with no backup to step in place. Aerospace in particular can take years to cultivate a productive and competent engineer.
Bunch of BS. We had the same notice go out. We all have to plan for our succession. With the way people leaving this company, they wanna cover their asses when more people leave in the future.
It's called succession planning. In an earlier environment, it was just a proper business activity. Now it's signing your warrant out the door. In my case, there was no one else who had 40 years of experience with engines and 30 years of dealing with suppliers that led to trust and efficiency. Watching these mo--ns do the paint-by-numbers thing to get to where they need to be for the next quarter would just be amusing, if it weren't so pitiful and hurtful to the poor b--tards who still work there.
Everyone: Nobody can do my job. Good luck boss.
What they are trying to say is two people, in India...
and for when "somebody" leaves the company..