I would say that the most common reason for leaving this company is complete disrespect for employees.
Why did you leave or are considering leaving?
14 replies (most recent on top)
Toxic TTS leadership
Here is a script to use: (I'm going to start copy-pasting this into my town hall Q&A sessions)
Mike (or other executive name here):
You talk about 3M winning. Our shareholders aren't winning as our stock is at 10 year lows. Our customers aren't winning as our sales are growing much slower than the economy. Our employees aren't winning as there are now 10,000 fewer 3Mers. My question is this: Exactly which 3M stakeholders are winning and how exactly are they winning?
If enough of us ask the question this way, it might get this ridiculous 'winning' line out of their mouths.
And look who hired the SVP of IT Security (Mark Murphy), then look at who hired Mark Murphy (monesh). The picture and root cause is clear. If you don't get executive leadership correct, the clown show rolls downhill. You cannot blame incompetent individuals for taking a position they are not qualified to fulfill. However, you can blame top line leaders for their decisions to hire incompetent people who have no idea how to build a value system that drives profitability, increases customer satisfaction, increases employee satisfaction, and ultimately sustains the corporation.
I left 6 months ago after 10 years. I miss my coworkers. My leadership gave me PTSD. If the polish thunder in SIBG actually revealed herself to be the Devil, I wouldn’t be surprised in the least.
The TTS Org senior leadership is Toxic. I left due to this.
The new SVP in IT Security was the worst leader I’ve ever worked for, and that’s saying a lot. No vision articulated, just told everyone how what they were doing was wrong. She expected you to just know what she wanted, she never informed you when her expectations changed but held you to account for her unarticulated new expectations. I quit when I figured out she was either being intentionally disrespectful and dismissive to everyone or she lacked the introspection to understand how she was treating people. Either way, that’s not someone you want determining your future. My advice is to avoid working at 3M unless you are truly desperate for a job. Your career will stagnate there and you will be beaten down emotionally like you’ve been in an abusive relationship. 0/10 would not work there again.
I left very recently after a long tenure and it simply came down to the fact that the future at 3M looks bleak. Poisonous leadership, weak product development, poor execution, too much focus on short term financial performance, lack of a strategic plan, uninspiring vision. With the litigation issues and a clear strategy to divest or spin off attractive pockets of the total enterprise , I see legacy 3M as a sinking ship. I decided to grab a life preserver and jump.
Not always true. I left last year. I liked my boss and respected them greatly.
I left because of the executive management above my boss.
People don’t quit because of the company, they quit because of their boss
Continuous failures of management. A3M, SAP. Roman has never driven anything to completion nor success.
it is crazy, loosing good people like yourself, the lights of St Paul are dimmer when we lose good folk
I was one of the highest rated senior marketing managers within one of the companies largest/most profitable Divisions when the VP and brand new regional Director forced their version of A3M upon my region in 2019. This VP (eventually forced out of 3M) hired the new Director to run the region and already had a long history of bad ethics and abuse of co-workers. This Director was eventually fired from 3M “for cause.” Before getting booted out they implemented the org change that eliminated my job (even though someone with less experience was hired just a few months later into the “new” position). During my tenure in this now eliminated job, I received mostly 4 ratings as well as a 5 twice, the most recent being the year prior to the job elimination. During my 8 years in this job my marketing plans (along with great work from my fantastic cross functional co-workers) more than doubled the sales and operating income of what is now a $450M business. I was awarded 5 global marketing awards during my time at 3M, 2 of them were individual recognitions as a project leader. A month before the job elimination I was also selected as part of the 3M Impact program. I hired and managed numerous individuals who have gone on to positions of higher responsibility. And yet, it didn’t matter.
So why did I leave 3M the following year? I guess I finally realized at the end of they day, I was just a number not a person. The senior Divisional management at the time was more concerned with how an org chart looked, rather than the effectiveness of the employees. Yes, I had quite a few heroes (including my direct boss) who loudly protested this job elimination, but it went on deaf ears - especially with HR. My last boss in a different Division was a real decent person and was very supportive when I finally wanted out.
Although the damage was done in the old Division, thank goodness I was able to make an earlier than expected retirement work.
Thanks for taking the time to read this.
In recent years, the job market has become more competitive, with a wider range of job opportunities available to production workers. This has given them more power and leverage when it comes to negotiating for better pay rates, conditions, and benefits. With more options available, production workers are no longer willing to settle for subpar employment, and they are willing to switch employers to find better opportunities. However, despite the increased bargaining power of production workers, some companies, like 3M, may not be prioritizing the retention of experienced production workers. This could be due to a number of factors, such as cost-cutting measures, technological advancements, or a belief that they can easily replace experienced workers with new hires. Nonetheless, losing experienced production workers can have negative impacts on a company's productivity and overall success.
They misbehaved, as a long term employee, was treated like yesterdays news paper. Whole process of offboarding showed me a different face of the org and top management. Don’t think I miss skills was easily able to find a suitable job elsewhere and feel very valued by them for the broad experience I bring. It’s such shame to have gone through an exit process, which could have been written up as how not do this in HR manuals.