Thread regarding Ford layoffs

100% was a plan to mask firings for any reason other then performance. I left on my own just due to how sick it all was. I could no longer handle pretending it was anything but when talking to reports. F' that place. It took a while but I am finally forgetting most of what I endured for years.

Should we have memorial cards made to remember those we have lost tragically to a PIP? At the end of the section meeting, we can put the card in the center of the conference table and each say a few words about what that person meant to us. Maybe do this for a whole year after the person has been taken from us and see if we want to continue or just stop after 1 year and each choose to remember the person individually, continuing to grieve privately?

@sc I was once pinged by my LL2 to investigate with HR a supervisor of a team with very low voice / pulse ratings in his team. They were trying to find reasons to let him go because of the bad results. I interviewed all his team members… and eventually it became true that it was not the supervisor’s fault, but a neighboring LL5s who actively made this team’s daily work a living he-l and restricted any work they could do. I had a very supportive HR person who said she was starting an investigation.

Long story short. The HR person was let go. The manager was promoted to LL4. The supervisor was let go. And I received low performance ratings from then onwards.

Roughly a year later the email conversations with this HR person I had worked with explaining all details magically showed up on my laptop while I was working a late Friday night at 11pm. They were all manually deleted from somewhere that night.
I took screenshots and send them all to my then manager and my personal account. I still have them.

This freaked me out.

True story.

@q2 India puts together a presentation using AI that could rival BCG. I don't think there's much thought/insight or strategy deeper than surface level, but the LL2's love it.

Active investigations my People Matters with interviews asking if we were given quotas to hit, told to downgrade more people, “need 2 more from you”.
And PM knew of Teams message content that was proof of it.
Like they care. They’re part of toxic HR.

@qv
You can believe what you want, but there are still plenty of employees remaining who are trying to make it to 30 years or retirement eligibility within the group hired before the GRP closed. Ford typically saves between $1-5 Million for every employee who would have been eligible for a full pension, but they are terminated before retirement eligibility. Ask me how I know.

The GRP closed to new employees in 2004, 22 years ago. It would be hard to believe that targeting this relatively small group of employees for layoff would save Ford very much money.

It's because Ford thinks the AI will make the cheap workers smart. Once you use it, you realize the AI will make things much worse. It terms of recalls, you ain't seen nothing yet.

https://www.youtube.com/watch?v=4cia_v4vxfE

This was a case Pitt took in 2006. Ford settled. Let's just say Ford gave him a "high-five" going away present. He worked direct at Chrysler for many years afterwards.

https://www.dodgeintrepid.net/threads/laid-off-auto-engineer-sues-ford.66715/

@fj no, the firm in RO that is handling it takes these cases. they get 33% of the money the person was awarded. And Ford rarely goes to trial, they will settle once you become exhausted.

It's sh-t.

Pitt law firm Royal Oak. You’re welcome.

@h1 it’s unfathomable

Jesus man this thread. No wonder there are so many recalls

Ever wonder why everything at Ford ends up in recalls or litigation?

Ford should have a s-xual harassment lawsuit in addition to this. Attrition, whatever it takes - new Ford pillar. So low class.

@ft pastebin it. Bring it to light. They’re playing with peoples livelihood to increase executive and c-suite compensation

Yes the matrix is real. It was mentioned to me by an LL6. Didn’t know the breakdown but was told mid-terms were adjusted to suit the request of management.

@ez
Just to provide clarification, I have a copy of the matrix used, and it's a MINIMUM of 30% of the Ford salaried population rated with 1s of some sort, broken out as:
Min 10%: 1, 1 (1 on performance & 1 on behavior)
Min 10%: 1, 2 (1 on performance & 2 on behavior)
Min 10%: 2, 1 (2 on performance & 1 on behavior)
Max 5%: 3, 3 (3 on performance & behavior)
The matrix also show 0% in 4, 4 and 4, 3 and 3, 4; The top 5% in the company can get a 3, 3.

@fj I’m pregnant and received a terrible performance review and it’s caused so much stress and anxiety it’s caused my pregnancy to become high risk and a lot of other health issues. Ford is evil honestly

@fj the environment has become incredibly toxic because of the forced ranking. I have seen people getting low rating for being on bereavement, when switching jobs, for taking vacation. I have seen people crying, because they felt the poor rating was not deserved. I have seen the LL2 level downgrading, because there were insufficient low ratings. Often playing favorites instead of relying on actual performance; even switching rankings to give a favorite a higher bonus.

I have seen a manager lose team members who were given to another manager. And then being dinged for not hitting numbers and he was basically told to find a job elsewhere, while the other manager was promoted without having to actually deliver.

I have seen people being absolutely targeted and harassed. Always looming the performance rating over their heads without an ability to actually improve.

On the other hand, the favorites do not need to deliver and are getting rewarded for incredibly low performance. It is all a popularity contest.

@cq doubt a law firm would file suit unless there was some meat on the bone.

This isn’t funny. This is a mental health crisis. Gaslighting employees surrounding their performance can detrimentally impact the mental health of the victims. Imagine if your me a veteran with PTSD and your people leader is creating a false reality that is tied to your livelihood. You’ll be triggered and severely impacted.

Why can’t corporations just manage properly?

@f6 it’s a combination of wanting to fire as many older workers as possible before giving them the pension they’ve earned and wanting to sc--w everyone else out of fair bonuses since bonuses are tied to performance. Everyone should be looking for a new employer they’re toxic as he-l

@ez this tells you Ford is teeing up to terminate at least 25% of current employees. Look for a more stable job accordingly.

@eb they aren’t reversing course because of surveys, it’s because GM is also being sued for age discrimination over the same forced stacked ranking policy. The only difference is GM only forced 5% of employees to the lowest rating whereas Ford has forced 30% of employees to the lowest rating. Also one of the engineers suing GM sent a mass email to the entire PD department exposing what’s going on so the day to day employees had more intel and included their issues in their surveys. At ford it’s been super hush hush

Interesting by contrast, but because of so many responses in surveys since 24 mentioned the stacked rankings as the main point of stress in the workplace, GM leadership is allegedly rolling out a change to make it easier on people

baseless

@c4 yes it was a perfect storm of corporate incompetence. I knew they were creating a performance narrative and my people leader was punching above his weight.

Ford should count their blessings there is not a true free market in America that allows for these toxic parasites to fail up.

@bs a director who has now left told me they’re targeting remote workers incredibly heavily. You’ve been doing your job remotely for long enough they can’t now claim the role isn’t a remote role by the job description so they’re instead giving you 1s to try and fire you for bad performance and replace you with someone in office. My boss gave me a 1 on my mid year and literally told me the fact I’m remote is “hanging over my head” and “the moment you aren’t in this role anymore we’ll be replacing you with someone in person”. The team I’m on has only existed for 4 years and I’ve been remote in this role that entire time; I’ve been on the team longer than anyone but I’m the only out of state remote employee on the team. Now out of nowhere now I “can’t do my job well” LOL

Just reached out to the law firm although I’m in another state and worked remotely. Similar situation. 2 year end inconsistent from 24-25 with almost zero concrete measurements. Disability exacerbation then a PIP that was so poorly constructed by a deceptive manager.

You know they could’ve just focused on building a quality product.

@bm ford just gave me my first “1” rating in 11 years for mid year despite being aware I’m pregnant and have a disability exacerbated by pregnancy. Might be suing them soon also. I’m in my evidence collecting phase now

Can confirm the allegations are true. An LL4 who quit last year confirmed it to me today they were told to rate 30% of all employees a “1” regardless of performance

@bh
Different law firm in Royal Oak. I confirmed about 1/2 hour ago because it's the same one I'm using.

Flint law firm in Royal Oak has been a thorn in the side of Ford for years. Hopefully they are on this case.

I admire the person who filed a lawsuit. The allegations are true.

But it will not help anyone who left voluntarily in the last two years because they were essentially bullied out with this performance rating system that Jack Welch would have been jealous of.

Ford will settle this out of court because the documents uncovered during discovery being made public.would shame them.

Awesome. Hope they get sued into oblivion for this d-mb stress invoking process. If only employees could also rate and control the bonuses of the executives of this company...