Does anyone have an employee experiences they would like to share. Personally I think this latest initiative will fall flat without the company acknowledging the missteps it is responsible for over the past several years. Ego’s will need to be checked prior to acknowledging.
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In addition to the 3M experience disaster, it’s all Milan design week on go. No name Italian designers of products being showcased ad nauseum…. There’s a cost cut that we can live with.
Can't pay your mortgage with a trophy. I'll take legal tender instead. Thank you 😊 .
My neighbour worked for a very high profile company. When he was laid off, he quickly found another job at a different company. He cleared out all his old awards, and also had to use my rubbish bin as his was filled up with all these glass trophies! Awards are meaningful when they are handed out. After that, it depends if someone else remembers it and with the VPs being rotated around every few years, the awards don't have much longevity.
For every corporate/business award in 3M, show me an internal 3M page that lists all past winners. They are not easy to find, if they do exist at all.
A lot of assumptions there. No one thinks an award is going to "guarantee" you won't laid off, but, generally speaking, an internal award is meaningless once you're laid off.
And think -- if you get a high level award and you're laid off a year or two later, what does that tell you? Value to your peers does not equal value to a bean counter.
The implication seems to have been that a CTEI award is meaningless without a guarantee of not being laid off. While some award winners have certainly been laid off that doesn’t mean the award is meaningless and that protection against layoffs is its only Value. In fact for many throughout the careers it has been an important component of their advancement and recognition.
Are there going to be any decent freebies?
Disingenuous how? Do you think there were no Division or Corporate level CTEI winners that weren't laid off in the last few years?
Recognition from your peers is good. Doesn't necessarily get you a promotion or continued paycheck.
CTEI is very meaningful. The layoff comment is pretty disingenuous though; of course nothing is guaranteed. But CTEI is recognition from peers so is very much appreciated. And is definitely an important factor when considering promotions.
You can get a CTEI award and still get laid off. How "meaningful" is it then?
I don’t understand your point…” winning EMEA level awards for my work, with zero recognition”. You just said you were recognized for your work by winning EMEA level awards. If you’re in the Technical community, CTEI awards are quite prestigious and a meaningful part of someone’s career.
There's no path even in non-technical roles. "Progression" consists of applying to roles internally at the next level until you get one. No way to get promoted from within a role.
Personally I ended up very disillusioned with technical career progression at 3M. In the eight years I was there and after many conversations about progression, they all seemed to fall on deaf ears. From my perspective, people in business roles are treated very different re career progression than those in technical roles.
Even when offered a role with a technical upgrade, the finer details showed that the role would be offered but the upgrade not. After winning EMEA level awards for my work, with zero recognition I did feel unappreciated, which left a very sour taste in my mouth.
Another mid 80s hire. Retired now. Excellent place to spend a career. I had many different roles in my 35+ career at 3M. Probably wouldn’t have the opportunity to reinvent myself multiple times elsewhere. 3 or 4 great bosses, quite a few good ones, just a few poor ones and only one disaster. Overall, a good experience except for the last few year when the focus was on cost cutting (as others have said, Jimbo McN disease) and innovation was almost totally ignored. There were a few excellent EVPs along the way who really understood technology and how it led to 3M innovation and growth. Very few (except Ashish) in recent years.
The sick thing is why the company, a bastion of innovation and growth, ever decided to go down the Terminally Ill GE path. The Board of Directors in 2000 absolutely blew it falling for Mcnerney and his Welchian ways.
Jim Collins, a renowned author of leadership books, once featured both 3M and Boeing in his 1990s book Built To Last, as revered companies. That was when he interviewed and highlighted the great 3M leader Louis Lehr and his focus on innovation.
Some years later, as 3M was about to embark on its journey to oblivion on the River Styx by choosing a GE clown, he warned of the danger of hiring a "rock star" CEO who put themselves above the employees. Enter Mcnerney. Exit 3M and later Boeing.
The HR organization here is terrible. One of the SVPs was let go for ethics violations last year and that’s after she terminated many talented individuals. I can’t figure out if our CHRO leader is that daft to see most of her direct reports only care about themselves or if she’s no different from them. They’ve done nothing as a function to develop leaders.
My oh my. Does anyone remember when 3m REQUIRED all of us to have 40 hrs of training each year, MIN? You had to find classes or seminars or conferences to go to. Crazy times. Some years it was actually a challenge to get to enough classes to make that number as you were so busy but then they didn't actually really check up on you either. It was something called work ethic and responsibility. Weird concepts.
Tough times the last 5 years of my 12 year tenure, bad management, micromanagement lack of investment in employees, R&D for new projects and bad acquisitions, then being abrubtly tossed out like dirty laundry was shameful. God bless those remaining long time employees who have an uncertain future.
Whatever HR says, the truth is the opposite. Once you understand how to decode HR communication, work becomes so much easier.
Looking back over the last 2 decades, it's been year after year of hiring freezes, underfunded budgets and project cuts. How could anyone expect growth when the focus is cut cut cut.
I too was an 1980's hire and now a retiree and can concur with the previous post. I will say it was a great time to be at 3M and I am grateful for the hard work, education and global experiences I've had. I've had a great career and will say from my perspective, 3M really changed during 2017 -- with change beginning w/ Mcnerney as it took a while for his programs to take hold which is much of the outcome we see today. It's doubtful that the corporate 3M I experienced could ever be again as the world has changed, the definition of leadership has changed as well as the low regard for employees today. But it is true, 3M really was the place to commit your career to -- truly worked with great people back then. It's very hard to think about w/o getting emotional to a great extent.
1980s hire and now a retiree. 1980s were like heaven on earth. Many company-sponsored events at places like Tartan. Even 1990s still pretty good if you didn't get jettisoned to Imation.
The beginning of the end was 2000 when Mcnerney was crowned and HR became possessed.
Doing the final years, my observation was that leaders were trying to use palace intrigue to stay alive, like some kind of corporate Survivor game. From what I hear, it's even worse as leaders who may have cared are leaving in droves (the best one to Kimberly Clark). The remainder are willing to sacrifice pawns (low level employees) and even knights and bishops (JG 10 to 14) to live to see another day.
The pension contributions will not end in 2028, but much sooner as Brownie breaks up remainco into pieces. CRL will be slashed even more.
Enjoy those Everyday Wins or whatever the corny program.