Everybody is talking about quiet quitting, but what about quiet firing? Ford has been doing this for years. Tell me this doesn't sound familiar to many of you: "Quiet firing is when a leader attempts to push an individual out of a company, by making a workplace so toxic that it makes the person want to leave, by using tactics that lower self-esteem, knock confidence, and burn employees out." This is the real problem, not quiet quitting, where an employee still does his or her job, just doesn't do anything extra.
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First thing. Farley is no leader. He is a puppet or bobblehead. He is a legend in his own mind. He thinks he is in the same league as a Lutz /Iacocca / Sperlich / De Lorean / and Alan. He is not even worthy of tying their shoes. Man has "ZERO" successful product accomplishments.
Nobody trusts him. He is caught lying constantly. you nor Buddy Hackett can take credit for the Ranger / Mach E / Maverick. Those were already in the cycle plan under Mark Felds (Not Doug). So JF whatever vehicle starts from scratch from here on is your demise or credit.
This is a old way .I bet employees are now well aware of it handle such old tactics.
That is standard practice with older employees. It has been that way for many years. It gets them to retire without dealing with age discrimination by firing them. Sometimes it turns into a quiet quitting, quiet firing stalemate. That is why packages are offered.
I saw a couple examples of this at Motorola and it happens with vindictive supervisors who have a conflict with a subordinate, usually for going over the managers head or making negative behind the manager's back. The vindictive manager then sets up the employee to fail by assigning work they are not trained to do or assigning impossible to achieve objectives. These failures are documented in the performance reviews and over the course of a year, they can eventually drive the person out or eventually fire them. But it takes time. I was let go on August 22nd by Ford in this layoff and up to that moment, I have very good reviews and no conflicts with my supervisor. Therefore, I don't know what the process is at Ford for dealing with under-performing employees because I was not one of them.
But again, the reasons I saw in the past were not "the employer" but rather an individual manager who felt threatened or offended by a subordinate. Since human resources ALWAYS supports managers, if you find yourself in this situation, its better to quit than to be fired which eventually will happen no matter what you do or improve.
This is common practice for Ford and other employers to do. The reason for this is because the employer wants you to quit so they don’t get a lawsuit or have to pay you unemployment.