Thread regarding Ford layoffs

@j1 what is included in these twlent assessments? Talent as far as if you're critical to a feature? What you have contributed? Or other skills you may have, but haven't utilized? Just curious on how this was done specifically.

@bd They are tracking us through our computers. They not only know what we are doing on the computers, but they know where we are while on them. So if you swipe your badge, but only spend part of the day in office...they know. I learned this from Executive IT (a friend of a friend).

@af They have been doing talent assessments for months, for every level. HR and the managers assess each employee at the level below them. At the end, every single employee's "worth" to the company has been analyzed.

@dj you're a design engineer, aren't you. Be quiet, the adults are talking.

Guys, you do realize the point of the badge reader is to power the card through induction right?

A badge that can be read beyond a few inches requires it's own power source. Just like your key fob.

They'll just use your phone instead

@c2 what if you keep your badge in a Faraday pouch?

@c0 some of my colleagues are getting new badges next week. We think it has the new proximity tech

@bd yes there in another way. They are using proximity badges. Making you swipe is just so you don't realize that they are tracking your movements throughout the building.

I stumbled on a meeting note from an HR rep that hat the title CA WARN letters a couple weeks ago. The dates would line up with last week of August and first week of September. It’s happening. I wouldn’t be surprised if they shut down the skunkworks project and close Irvine.

They have new facilities in Long Beach, CA that they're still staffing up.

I wonder when the magic mushrooms will wear off and they’ll realize that doing business in California is expensive. Needlessly so.

Companies are moving out.

I’m LL6 and have a close connection with an LL3 who literally said, “where there’s smoke there’s fire”. He said he couldn’t elaborate into all details but said expect corporate news to trickle down soon. Pretty much hinted right after earnings expect news with layoffs possibly as early as August. Engineers, VHD, IT, finance and credit are the areas.

In regards to RTO and badge swipes he said there is another way they can track us, but he didn’t really know what metric is used. He said someone in IT mentioned there is another way they’re tracking what we do.

For some reason I got the impression from him these layoffs are being downplayed. As if there is no rush. Personally I think they have no clue what they want to do or how to execute it. Or they have already completed their review and are just waiting for the right time.

Good luck all

When the animals seem twitchy it usually means a storm is coming.

@at Hiring where , in California ??? What about Michigan ?

• Dog and Jimmy the little boy laid off thousands of people there.

@an Not correct. DF org is way over headcount. He kept hiring people even though the executive team agreed to keep headcount flat.

Post ID: @a3+1jzqyz3bp

I would not include Model e in your rumor post. Model e's position in the company has gained even higher status than the other lesser organizations in the recent times.

@ag well said! I have done this or even a more extreme version of it. I rarely buy anything, rent an apartment ans save and invest most of my earnings. Honestly the benefit of no stress will likely let me live longer and happier. Not everyone can or wants to do this to the extreme that I do but for those that can I recommend it.
Great advice.
"Every year you work you gain a year of flexibility or freedom." So true and very well said!

@a5 it makes Ford sense. It is how Ford rolls.

Let’s take an example the beginning of GDIA. Most companies add train up/add an analytics person to the group that has actual data and process knowledge (the people who know what the data means). They then grow the analytics knowledge as they learn what they need/will benefit from

What did Ford do? They built up and staffed a massive GDIA organization. In true Ford fashion the org was set up like an assembly line with a ton of little silos each doing one task. Of course they had no clue how it really should be organized and the LL6 and LL5 spent years arguing over turf (and still are). Marcy declared at the time of inception that since they didn’t’ know what data was needed all company data would be ingested into the GDIA warehouse. Every month there was a dashboard showing the % of data ingested. Of course it was all junk as they had no idea what all data was at Ford.
To this day GDIA complains that their customers give them bad data and specs; the customers complain GDIA gives them junk analytics and reports. What’s worse is unwitting management use the analytics to make decisions.

Then of course the GDIA empire lost favor, leaders were asked to leave, layoffs ensued, roles were shifted to India (1000+ strong now).

Then aspiring Ford leaders need to build their career will start the next fad and build up another massive organization. Around and around we go

I wish I could tell all the young folks take your salary/2 and live off of that. You don’t need $120,000 a year if you are single or whatever. Every year you work you gain a year of flexibility or freedom. It will bring you lot more peace of mind around layoff time knowing you can spend time not working and doing other things instead of mad scramble for a job.

@a3 what is the talent assessment? Is that like every GSR is given some talent rating by people leaders

There are a series of resource actions in the works. As we have observed some areas were impacted this week. The tail end of the brooming planned for sept-oct. Of course with Ford it has become a never ending cycle of cuts, followed by restaffing with lower cost options/ flavor of the month skillsets.

@OP. I wish that would be true... not because I am happy about people losing their jobs. On the contrary, losing the job is a big financial and mental problem for anyone. The issue for me is that it seems the layoffs are coming earlier (no inside knowledge though, just finding out a couple of people here, a couple of people there, are gone). At least "after September" give us some time to find another job, and 6 weeks of extra pay.

They have new facilities in Long Beach, CA that they're still staffing up.

How does this even make sense?

I have confirmation that major cuts are in the works as well. The talent assessment will help trigger this.

ET, Model e, Pro, and Credit in scope.

jesus christ. we are done for.

I think it's pretty clear at this point this is where things are heading.
Going to be brutal.