How is everybody handling the increased workload? Has anybody been able to refuse taking on more work to make up for those who were cut? I usually try and accommodate whatever is asked of me but I think that now I'm being asked to do too much. I haven't said no yet, but I'm reaching that point, whatever the consequences.
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Either suffer with uncertainty or prepare to leave. Choice is yours. There is no future here.
To sorry but not sorry
You still believe that this management is going to appreciate your value if work?
Good luck with that mr smarta**ss
Farley has said that we need to stop doing some things; he didn’t say what exactly but at least acknowledged that, with the employee reductions, the output will decrease. So take a few steps back and see if what you have always been doing is value added or not. Talk to your local management and be realistic.
I’m not a Farley fan, but it was clear to me that we shouldn’t just absorb work. We should question everything and not just keep doing things the way we always have done them.
Always ask “who is the customer” of this task and “what is the benefit” or “value added” as a result of this task. Then decide what you will do or not (within 40 hours of course).
If you feel trapped at this company, then that is your own fault. Improve your skills so you can leave on your own terms.
@t-t+1ixVxzSW
Many of us work in areas where things cannot sit for 2 weeks without being touched. Couple that with a steady headcount reduction since 2019 and it's not a very pleasant work environment.
I think lot of good people were let go and useless folks from friends and family are still kept. So it can only get worse.
Everyone at Ford knows of someone that doesn't carry a full workload. Hopefully these folks are now gone, and there is little to no workload to distribute.
So when the job market improves for Engineers only "smart people" will stay at Ford correct?
I ask if the assignment is a priority or if I can put it on the list of things I’m never going to have time to do.
It has only been two weeks since the cuts. How much has your workload changed?
I did a Pugh matrix of my assignment elements. Rated each for: Priority, Roadblocks, and Time Sensitivity. Reviewed it with my supervisor and emailed him a copy.
I agree, make your manager actually manage the work, it's what they are supposed to be doing! When things have gotten bad in the past I've explicitly asked which "top most priority" really is, and which things will need to be set aside until later. Don't just do the extra work (at the cost of our own personal time) just because you're afraid you'll get cut next round. If it's that bad it's time to find somewhere else to work. Pension eligible people already know the ropes about this since they've been here at least 18 years.
PS- don't call it "quiet quitting" since that's an intentionally loaded term, you're not quitting by doing only what's needed and not going above and beyond. Be a "slacker", "minimalist", or "slow poke" if you need to put a label on it.
Hey the priority in writing. If they refuse, after they verbally give you three priority, follow-up with an email reasserting.what was agreed too. Too many toxic managers at Ford that will only say things verbally so they can claim something else later. Ford is a toxic workplace.
Put it back on your direct management to give you clear direction which task is first priority, then second, then third, etc. don’t let them get away with saying all are top priority. No ties allowed. Then, work on the top 1-2 -3 (or whatever makes sense given size/scope of task) and say you will get to 4-5-6 when 1-2-3 are done or if the order of priority is changed by management and clearly documented as changing. Do not work on 4-5-6 until then. They are only distractions.
I have tried without much success. I'm now at the point of asking "which item on my list will I no long be doing to accommodate this new assignment"
Drag it out with problems , at times show progress.
Finally quietly quit.
Quietly Quit. Its your best defense.
Every layoff results in "stuff" not getting done which is what management needs to see. The point where it is significantly impacting the business is the point they will eventually stop the layoffs. The numbers they post are a general target subjected to change. Increase in quality issues with increased sales is not the point where they will want to stop.