A lot of discussion on degraded contractor capability but little discussion of degraded EM capability and rising number of mid career resignations. All roses and rainbows and talk of increasing headcount through hiring and pulling from operations groups. Meanwhile we aggressively drop the ranking of those with proven capability, pace out their promotions, and give them no meaningful raises all while cutting benefits and reducing expat compensation and beating the drum of how important mobility is. What a joke.
4 replies (most recent on top)
When I have a meeting with 4 BTC engineers that do not even know the basics of their job description, I realize why we are forbidden to tract the number of mistakes coming out of BTC.
Very nice people, just do not know their jobs and lack leadership skills too.
Seems like an obvious future train wreck and EM Executives screaming to push the throttle harder.
Once you retire or forced to retire and come back as a consultant/contractor/subject matter expert, you will probably work for 5 to 10 years post-retirement before you "RETIRE-RETIRE".
Also, retired employees seldom want to travel to non-tourist countries to work.
Senior Management operates with very skewed and flawed definition of meritocracy. Though I did find the official definition on EM Connect which seemed fine but again is not how VPs implement it. They act as it is more weighted on what a person may be able to do in the future. (Potential)
@OP yup exactly. And there was clear data on the degradation when we used to measure job family health. Now with the change in Capability system not sure what is still measured or shared with gen pop.