This will be another fiasco.
Way to drive away actual talent.
Who is running this show?
23 replies (most recent on top)
Simple reason
- Reduce Cost (Bonuses)
- Employees Quit - Avoid Severance
- Whoever doesn’t quit, forced rankings will be reason to lay people off, avoid legal issues
I wonder how this forced ranking will impact DEI?
What if the results show that DEI colleagues are underperforming?
@1hrq+ Ford was profitable in 2023 though.
@1ggc+1qEhelo1. Acceptable or right? You work for a failing organization. It doesn't matter how hard you worked on your little piece. Perhaps the AICP should be scrapped and we should return to a simple transparent profit share. Then people would understand where the money for bonuses comes from.
@1wij+1qEhelo1 The post I replied to asked if we thought we deserved raises and bonuses. I understand what is likely to happen but that does not make it acceptable or right.
My department is going to 3 days a week required RTO. This will help all of our individual performances for 2024 and put us back at meeting our targets.
@1anm+1qEhelo1 It has nothing to do with blaming individual contributors. Was it the fault of individual contributors when things collapsed in 2008 and many lost their jobs, while those that kept their jobs didn't get raises or bonuses? Do you not know how these things work? Individual contributors always pay the price for bad political and managerial decisions. And when it comes to technology positions, what was high demand quickly becomes expendable as people change majors and the universities flood the market.
@jun+1qEhelo1 Everything you mentioned was beyond my control in my position. Maybe we should cut some of the over 100 VPs we have as they are the ones who sc--wed that up? Stop blaming the individual contributors who are carrying out the mission they were assigned.
I agree that the bonus structure with automotive OEMs is one of the attractive things when considering where to work. However, as was stated in this thread, things aren't that healthy right now in terms of market demand. Some of that is certainly Ford's fault and some isn't. For me, my arrangement is working out and, until we hear different, is mutually beneficial. I'm not going to go around pouting about a raise I didn't get. If you feel unfairly compensated, go to your LL6-5 and say so...or just move on. The best way to get significant raises as everyone knows is to change employers every 2-3 years.
Ford has had times where they have cut large numbers, given no bonuses, no raises, and reduced 401k match. If you haven't noticed, the economy isn't so great right now. The EV transition is well short of projections and consumers are not impressed. You think you deserve raises and bonuses? Go ahead and go somewhere else.
@kbi Lawyers go”Ooopsie!”
We were told too that everyone in the dept is getting rated below target. Very few will be on-target and hardly anyone above-target. We're told this is a budget issue. Most will get 1-2% increase "better than getting laid-off" to meet FY24 dept budget.
Under DF and our group was told the same thing. I guess because they made a bad call on EVs, they have to trim the spend budget now and this will be the justification. Give a bunch of people low ratings so they go elsewhere, then cut those that don’t next quarter.
Many year ago when Ford still made their own electronics (late 1990s), they had a problem keeping software engineers. Embedded controller software people. They needed to increase their pay. So the manager gave the all “outstanding” top level performance ratings. The rest of us got whatever.
It’s an old trick. If they need hat you can do, you get a top performer rating. If they don’t, you get a poor performance rating.
Which department is this? When did you find out?
It's happening. We were told everyone in the dept is getting rated below target. Period. Our grand pooh bath didn't reach cost reduction or quality targets so we all fail.
The good part I guess, is in HRs mind, we should all be fired now and be replaced by better LCC workers. /sar
@axa - they have always had a below target type category. You never wanted to be in that group because in the year end review it meant you were out on a PIP.
I don’t recall hearing this in a town hall. It appears people on the board hadn’t heard that either. You can’t tell me that if the percentages are true that 1/3 - 1/2 of the people who work at Ford aren’t even average. If so, Ford needs to revisit their hiring practices AND needs to do something about attracting top talent. People will leave because of this (which they maybe hoping for) and the company won’t attract great talent either.
Forced Rankings - They said it in the town hall last year and are already doing this in other regions.
For the 10%+ productivity / efficiency, management has it to where not everyone gets the top achiever anymore (Above target - or whatever new word they are using now).
Three years ago they changed the policy to not cap this rating, but that was soon changed with all the changes in our leadership.
PS. This is also beyond the headcount reduction for moving the jobs overseas.
In my department we are exactly at 30% headcount that has already been moved to MEX. (book to business plan), with a 2024 stretch target of 40%.
I’m hearing the same. I don’t understand, and I hope the leadership will explain why do this.
Interesting.
In the last round of involuntary terminations in June, people with good performance reviews were axed. Ford tossed their l whole performance review process. I wonder if someone sued saying they were targeted for some other reason since their performance reviews were good.
So many employees don't work hard here. I have seen. Was an analyst here. Not anymore. I Found a job outside. The people really need to be pushing if Ford wants to achieve anything..
Hope to cross paths with Ford again in the future! Please clean up and get back to speed. Want to see more better products
Requiring 30 to 50% of employees per team to be below target is crazy!!!! There’s a reason top companies stopped forced ranking systems years ago!. Good luck getting anyone to work together when half the team is rated below target regardless of actual work. Hope leadership gets called out again when everyone is pi---d off again, like when they wanted to give everyone 50% bonus and LL5 and above 150% bonus.
Where are you getting this info from?