If you want to know what's the cause of all of our troubles, it's right there. Zero leadership. And yet they get paid the big bucks to ruin this place further. Make it make sense, please.
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HR exists to protect the company, not to protect the employees.
No leadership at 3M today. No hope. Just take your pay check and consider what you really want to do.
There is no leadership above the VP level at 3M. My team’s VP works hard and is willing to get “his hands dirty” and does lots of heavy lifting. Our SVP got the job out of nepotism. This person yells at people, micromanages those he does not like, criticizes team members constantly (including based on religion and nationality), protects those who he likes and more.. He cannot do anything without a consultant and thinks he knows more than anyone on our team even though our team is made up of very talented people. I feel sick to see people treated so badly and even sicker when I see 3M get awards and talk about inclusion. My colleagues and I are all looking for jobs outside of 3M. One colleague submitted an ethics complaint but it was ignored.
The only leadership at 3M appears to be toxic leadership. My team and I can barely tolerate our group meetings. We would love to join virtually but know since we live close our SVP would react badly if we don not show up in person.
From directors on up to the very top official… one fell swoop and out the door they go. Backfill with existing staff, giving them huge pay raises, the authority and autonomy to do their jobs, then get out of the way.
We don't have any leaders at the top in 3M, only managers who reached that level because of nepotism and favoritism.
I don't know a single executive who tangibly contributed to growing any business and as such I have zero respect for them.
Monish Patolawala.
A number of internal L2 people , mostly now retired - need to be added to the list of those responsible. Houle, Ippo, Ernie and many others. Oh yes and Vale, Mojdeh.
The list of names of those responsible for the current state of WTFco and the continuation of bad ideas!
Michael F. Roman
Chairman of the Board and Chief Executive Officer
Thomas K. Brown
Retired Group Vice President, Global Purchasing, Ford Motor Company
Audrey Choi
Retired Chief Sustainability Officer and Chief Marketing Officer, Morgan Stanley
Anne H. Chow
Retired Chief Executive Officer, AT&T Business
David B. Dillon
Retired Chairman of the Board and Chief Executive Officer, The Kroger Co.
Michael L. Eskew
Retired Chairman of the Board and Chief Executive Officer, United Parcel Service, Inc.
James R. Fitterling
Chairman and CEO, Dow Inc.
Amy E. Hood
Executive Vice President and Chief Financial Officer, Microsoft Corporation
Suzan Kereere
President, Global Markets, PayPal
Gregory R. Page
Retired Chairman of the Board and Chief Executive Officer, Cargill
Pedro Pizarro
President and CEO, Edison International
Thomas Sweet
Retired Chief Financial Officer, Dell Technologies
The U.S. is replete with examples of Highly Compensated Employees (HCEs) whose decisions caused or are causing business failures. Most have good intentions; however, there are situations whereby greed and blindness to facts generate immorality and indifference toward working people.
“Love many, trust few, and always paddle your own canoe.”
Still better than negative leadership
Lessons learnt :
Do not underestimate stupidity.
Do not underestimate incompetency.
Monkeys Monkeys Monkeys.
Well, my question for Mark Murphy is: If you are encouraging workarounds (I'm still trying to process that comment), then why did we move forward w/ SAP (our global standardized solution - yeah right)? The legacy tools we had were patched together and seasoned 3Mers were able to run 3M with better results (w/o consultants) and we were able to pass down the knowledge to new comers. We had more governance, clarity in our documentation (though some was missing I will not deny that and some process expertise was held hostage by some folks -- I don't deny that either). But when we 3Mers handed over our brains to consultants, we lost control of our businesses and thus our company. The fear was "legacy wasn't sustainable" -- well, at this point, neither is SAP. All of the money spent, all of the high-paid consultants, etc....just makes my head bleed and I have to believe the demise we are witnessing is intentional as there is no other explanation.
Anybody who hasn't been laid off or left on their own yet really ought to. A lot of 3Mers have a form of agoraphobia and are scared of the world outside of 3M Center, but I promise there's better opportunities out their if you stay patient and seek new opportunities elsewhere.
Maybe it’s all on purpose to break 3M apart. I get the leaders are disconnected and inept, but perhaps there is more to the decline
This isn’t just leadership anymore, it is at a point where 3M existence is in constant danger. Cuts or groups outsourced seems like it could be the breaking point at any given moment. Crisis level is here now, or doesn’t exist
Mark Murphy also declines funding for systems support and enhancements. He says, “employees will work together and figure it out; they always do” and encourages “collaboration and workarounds”. That is 3M leadership in a nutshell and shows what they think of the working class.
Gibbons, aka tireman, taking over Enterprise Operations after a "stellar" career at Starbucks and tirehub reminds me of the Three Stooges episode where my favorite knuckleheads take over, via remote control, a German sub trying to infiltrate an American harbor.
The sub proceeds to spin around left to right, top over bottom and eventually gets sunk by bo----s.
Wee Pete has infiltrated a once American icon, fired the heart and soul (MTEs), claims safety is about attitude and not fixing 30 year old broken equipment.
The yokes on you little man! Nyuk nyuk.
Tire man again walking around and talking about achieving delivery excellency. No matter what we do with lean resources, still that is not enough for this guy. Looks like we are going to have another massive layoffs. That is the only thing these leadership team can do to save their back side.
Directors and above should get a deep pay cut for failing to set the proper directions. Just writing some statements asking to be BOLD does not help!