I working in product development. I recieved an "inconsistent" overall rating in "how" and "met" in "what". My boss mentioned im valued and produce quality work. I just need to work on a few things...
Is this BS and he is setting me up for the firing line? I may start looking for other jobs asap.
@17r Weak-minded is correct. A woman in our group joined in with the queen bee in bullying others in the group. She gleefully conducted smear campaigns against target after target. Then the queen bee became her LL6 and began bullying the woman. The queen bee and her posse made the woman’s life so miserable that she was crying daily and switched to a PM job. Oddly this woman still insists she did nothing wrong and still trash talks her prior targets. It’s weird like she thinks repeating her lies will make them true. Ah the poor victim, she recently divorced and then married a LL6 so she is feeling all powerful again. You gotta Spot em and avoid em like the plague.
@16k+1jn90j2c3 "Shocking the number of ex F employees who have told me, ‘I can’t believe how badly I behaved at F’"
Weak minded people follow their environment, and not their up bringing, but I'd say those "bad behaved" at Ford are just plain SoBs. Now they are trying to look "nicer", but I would not trust those that cheer the bullies, nor the ones that do the bullying.
I don't do office politics. I usually prefer shutting up and not pointing out the mistakes in the making (since no manager appreciates it, I don't get paid for that, and my name is not on the side of the building), but if I speak, I speak my mind. Which had get me in trouble with LL6s, LL5s and a couple of LL4s, which I don't care. TBH, sometimes I am surprised I haven't been laid off yet.
While I would prefer working at Ford, I know I'm going to get laid off in any moment, like many more people. So I am detaching myself from the company. No more pouring my heart into it, no more "family" thinking, because I have seen things here I won't do to family. It is just business now. I work my 40 hours a week, I get paid, that's it. While waiting what comes sooner: my layoff, or my retirement.
It’s almost like DF has assigned a sycophant to continually hype model E and DF.
Your parents told you when you were young to be careful who you associated with as you will become like those you associate with. Keep that in mind in your career as well the sl--e will rub off from your leadership and FnF coworkers. It taints you and your future prospects without you even realizing it as it is happening, as bad behaviors are normalized at F. Shocking the number of ex F employees who have told me, ‘I can’t believe how badly I behaved at F’ ; bullying others, backstabbing others, credit stealing. It all seemed expected and rewarded behaviors to them while at F. They lived by the kn--e and were terminated when coworkers turned the kn--e on them.
I don't know anyone who has been on PIP. But that's because in Model e, many of the talent is true HTHD who are by definition, the top of the class employees.
True @t6 PIP is just paper trail. I watched as a LL6 put a youngster on a PIP. Why? Because he was a truth teller. He came in listened to what people were doing and automated their jobs in a month. Which was ok until he showed a curious LL4 what he had done. The LL4 questioned the LL6 about what her team actually did, the youngster got put on a PIP and became the scapegoat. Fortunately for him the LL4 rescued him and moved him to a different organization.
Performance Improvement Plans were a joke from the start. There to CYA for the employer, not in any way to benefit the employee. Very common knowledge.
Does this really need to be said? Just improve your consistency. Be more consistent.
The key is to job hop every 2 years. As soon as you wear out your welcome, start looking for your next role.
It's hard to know how to interpret your rating. You could be this years stuckey, or they could be sending a message. Either way, now is the time to look for a job. If you get an inconsistent at the next mid-year, HR will be calling your boss about starting the termination process. Unlike the old days, the performance improvement plan and all the other paperwork isn't required anymore. The new policy seems to be two in a row and it's time to go.
On the other hand, if you like your job and want to stay, get good feedback on what you need to do differently so you can demonstrate improvement.
I'd stay until they tell you to leave if you can handle the mental aspect of it. Don't put up with BS if you can't endure. Otherwise make them tell you to leave and in the meantime be as selective as you can about potential new roles. Always be pinging your network asking how people are doing just to check in on them. Don't be the guy / gal that only comes around when they need something. Genuinely care about how people are doing and celebrate their wins when you see them. They'll be more inclined to help you out when it counts if you do this.
First rule of employment:
We are all expendable; employment at will of the employer rules, especially in the corporate world!
Take care of yourself and your family first!
Always have an updated resume always no matter how comfortable you feel in your position.
If you get more than one negative review or several negative verbal job performance comments, it is a good indication you are on the short list.
I am retired, having worked for over 45+ years with small and large companies.
I have seen this play out before.
You should strive to improve those areas of focus were you were rated inconsistent. Setup 1:1 reviews with your Supervisor if you haven’t already. Discuss your work, roadblocks, and specifically get guidance to improve how you work. Your work will improve and your Supervisor will be in your corner PR time.
Depends if they start awkward documentation or not. If you see emails about performance, or are given a sheet tracking your mishaps, then it’s clear they are actively trying to get you out. These are classic HR tactics to cover the company when they get rid of you, and not get sued.
If not, they are giving more money to new hires from outside that are considered the gold standard in the field and who command more money and perks.
Also, understand they see you as expendable. Clearly if they wanted to get rid of someone on the team, it’s likely you.
Best advice is to start applying internally and externally for new gigs. You cannot mentally sustain in a role if you worry about your job constantly and have to see what the next performance checkpoint will bring.
This leader is not forthcoming, if you were valued, they would have fought to give you a better rating. Sorry, but your team stinks.
watch your back
i'd say 50/50 nowadays
the integrity of companies is in the toilet
by giving you a less than stellar review
they provides themselves a legal way to lay you off
It's 1000% the same thing happening all over again.
The cycle of stupidity at this company keeps spinning.
If you are working on my plug in hybrid Bronco...don't leave until its done please. Going to buy in 2027
Prior to the 2008 layoff the LL5 were allowed to flag a certain percentage of employees as ‘critical’ to exempt them from layoff algorithm. In our area the individuals who were flagged ‘critical’ were the ones the rest of the team thought were incompetent and lazy. We each were pulled into the LL5s office and told we were not ‘critical’. I was fairly new to Ford so I said oh ok, I will start looking for another job. The LL5 looked shocked but didn’t say anything. 15 minutes later my LL6 was in my cube telling me not to look for a job I was safe, the LL5 was protecting Friends and Family members with his critical employee list. Good hardworking people in our area lost their jobs while ‘critical’ employees were protected. The last of those ‘critical’ employees retired in January. 30+ years of loafing.
The structure of the game has changed over time, but it is still being played.
This sounds exactly like what happened in the early 2000's when we had quotas on how many in each department got rated high, how many got rated medium and how many got rated low. The names in each category switched every year and it was explained off the record, that it was your turn to bite the bullet this year and next year it will be somebody else's turn.
Did your LL6 advise you of the things you needed to work on throughout the year? Or were the things you needed to work on a surprise?
If they were a surprise then likely what happened is they were forced by the team of LL6+ the LL5 to lower your rating. There are games played during the yearly ranking sessions in order to give certain people more money and more protection if they feel layoffs are imminent. It means you are not valued by the LL5 and your LL6 isn’t willing to stand up for you. You should begin a job search. Not saying you will be laid off, but you know where you stand.
Scapegoat of the month. Sleath layoffs.
Hard to say. I got "Inconsistent" the prior year and was at "Met" this year. I did nothing differently as it was all pure whim on the BS Ford+ behaviors. Sometimes it's really just bad luck when it comes to layoffs at Ford. I knew of some VERY high performing individuals who were laid off in 2023, but they were in the wrong department. Ford's incompetence is such that they don't really pick and choose qualified individuals to keep...it's just a blanket cut in a given area, etc.
He is setting you up for layoff. Look for another job. It’s easier to find another job while employed.