Think about this if you are considering a job with HON. Or for current employees....... the new hire on your team that you just spent months of your time training could just be the next rugpull to meet some BS metric.
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Newcomers and candidates beware! I see a lot of open HON positions. Please do your due diligence and ask current employees beyond your interview team what the real situation is.
The marks graduating from school need to be warned and informed, and not trust the fraudulent fake positive reviews planted on bogus "review" sites like Glassdoor.
Companies like Honeywell practice "burn and turn" meaning they hire people for about 3 years or so, extract as much unpaid free overtime as possible through constant abuse, threats of layoffs and firing. Then once the employee is exhausted they force them quit or lay them off anyways so they can hire a new person for the same or less pay and avoid having to pay raises or benefits out.
A round of beers for all the commenters!
Due to age discrimination lawsuits that Allied Signal/Honeywell faced in the 80's/90's, the 90-10 rule has become common practice to maintain a "balanced demographic" within the 10 percent targeted for reduction. Other companies will do this too, but Honeywell has it perfected to an art and turnover is required.
If you are going to RIF some senior employees, you need balance with other age brackets. The company even provides a catalog of those affected by larger RIFs with age demographics (to keep the lawyers at bay). Severance is only provided on the condition you agree not to sue them. The process starts with hiring, usually new grads or low experience level folks, followed by out of review cycle RIFs for senior crowd, then finally layoffs to scoop up those on RIF and some unfortunate newbies. The under-30's can be hired back direct, after a certain amount of time, but the experienced folks will only be hired back as lower cost contractors.
Employees are seen as a commodity and treated as such.
I mean, I think it's important to recognize that, when a RIF happens, the company has to show that the age demographics of the RIF'd people match the age demographics of the company as a whole.
Meaning, if you want to get rid of those pesky, older, expensive employees, you gotta have a representative number of younger employees to RIF at the same time.
So, what do you do? You fill the ranks with a bunch of fresh grads. When a downturn happens, you keep a couple of them, and RIF the rest. Along with those fresh grads, you get to get rid of some of the older folks. Works out for Big Hon.
If you have to spend millions and hire human people (who need stability) to meet a bogus benchmark turnover metric for the sake of doing what your industry peers are doing, you're a terrible leader.
This happens at most big companies though. Maybe people are just talking about Hire to Fire because it's made the news recently.
https://www.reddit.com/r/TechNewsToday/comments/n9yksr/some_amazon_managers_say_they_hire_to_fire_people/
Amazing, the title of the OP's post is nearly identical to a Reddit post about Amazon. Coincidence?
Industry average for software companies is 18 percent. Leadership believes they are not pushing hard enough if they are not in the pack of other benchmark companies.
My son was in 2015 . Hired into Glendale space Az just out of college with MS in EE. 10 months later he was let go in Jan 2016 RIF . He was trained and 6-sigma certified. Company was doing great. There was no reason for the RIF except for upper management bs metrics.
God this place wastes so much money chasing dipsht metrics.
I was told a 10% turn over rate is considered acceptable. There is no motivation to improve it.
People are leaving my group voluntarily at about that rate.