You Can’t Save Your Way to Growth

I remember an AOP years ago when Kirk Tanner asked who in the room was in foodservice. Only a few people stood up. He said, “We’re all in foodservice. Our families are in foodservice.” That always stuck with me.

Back then we'd bring new products home for our families to try. They'd tell their friends about them. It sounds small, but there was pride in the company and the brands.

Over time we started cutting the small things, then the bigger things.

Restructuring, layoffs, offshoring and now AI. Along the way, a lot of tribal knowledge and connection to the business walked out the door too.

I think we've spent too long trying to save ourselves to prosperity and forgot we're in a customer service business. Relationships, experience, execution and pride still matter.

You can invest more money in beverages and technology, but at some point you have to give people something to believe in again.

#Company #CustomerService #EmployeeEngagement #Layoffs #Restructuring

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@bb Prime example is S&T. So many undeserved promotions just for su-king up and gloating on the toxic culture. A quick look at process excellence, process mining team shows all the undeserved VPs, Sr. Directors and Directors

@mp I’m sure it won’t stop the preferential treatment they receive. Just like age, gender, ethnicity and race.
What happened to hiring and promoting people based on skills, knowledge and real (not shallow made -up) contributions?

I totally agree with the comment that leadership/Directors/Managers are in their roles for way too long. I also was shocked to see the nepotism that goes on in the companies hiring and promotions.
They hire their “friends” and other “friends” family members. I would highly recommend to turn the company around that all hiring and promotions are performed by other managers from across the country who do not know the candidate.

It used to be:

Nothing happens without a sale!

Now it’s just:

Nothing happens.

@bv .. aah - that’s so sad .
So now a person doesn’t have to declare their s-xual orientation to get a job ? How crazy is that !!!!

@bt yeah so idk if you noticed lately but the company walked back all of its diversity and lgbtq+ commitments a few years ago and we’re doing worse than ever so maybe it’s not the g-ys’ fault you ignorant f*ck

@bb there are very senior people in roles for a very long period- sometimes 5-10 years and many are grossly incompetent, protect themselves by hiring their “ friends “.
I worked in PepsiCo for 20 years - and first 12 years was amazing. I don’t support this “ one family “ bullsh-t , but people were competent and worked hard .
The last 8 years were dreadful- poor technical knowledge, poor selection on project , lots of flag waving … more effort to support g-ys and lesbians ( In western countries… not where it is outlawed!!!) .. lots of teams working on STEM for women ( where some r and d centres had 70% women already ) , meetings about how to make a family meal with Pepsi products ( ffs … that might constitute calling child protection services 😀)
Good luck to you all - but start reacting to the nonesense in a constructive way in an attempt to bring it back to a great place to work )

So true!
We also kept people in selling and leadership roles longer, they felt a real sense of ownership and pride over their customer/geography. That has been a huge (and largely unnecessary) loss. Passing people through roles so quickly has proven not to work for us.

Thread regarding PepsiCo Inc. (Pepsi) layoffs

You Can’t Save Your Way to Growth

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