People in this company are jumping ship left and right. I see it in my department, business unit, and region. Is the company unaware of what is happening, happy that they dont have to pay severance, apathetic to it, or do they not know how to stop it? Im curious as to what people think AND what the people on this forum would do to keep people from leaving if they were on the board or found themselves as CEO tomorrow.
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And the $$$$ saved will be bonuses to the execs.
In case you hadn’t realized, Al is a psychologically sick man. He has no capacity whatsoever for empathy and creates misery wherever he goes.
Poor poor Enbridge, you don't realize how hard it is for AM to carry all that money to his bank account every day
Agree with the last comment. They have a very textbook approach to everything that is logical. It’s just not delivered in a way that recognizes that we are humans, not robots. Honestly, I want to like the ELT and have confidence in this company and have always been willing to give them the benefit of the doubt, but any time I see them speak I get so turned off. They need some basic training on how to emote, speak authentically and not come across like a bunch of arrogant, old weens. Telling us that they acknowledge that we are stressed out but then doing nothing about it has been their MO for quite a while. Its particularly frustrating to feel ignored when they seem to have endless time and resources to devote to creating meaningless policies that seem purely designed to look good on paper for the Board and shareholders. Take the Diversity Goals for example. Looks good on paper and probably follows all the relevant best practices for such things. But, did they not think that releasing that at a time that people are bailing out voluntarily left and right might be perceived just a teeny bit negatively? I mean, it’s great they want to get female representation up from 30% to 32% some day in the future, but they don’t seem to be doing anything to keep women from leaving now. I’m also flabbergasted by the amount of time devoted to the dress code... what the f--- was that all about? They spent like a year working on the dress code, then said there is not dress code, and then released guidelines that seem pretty close to a dress code... LOL. Thank you for devoting time to such an important priority in this time of “necessary change”!!
I’ve seen a VP rise in another business from working professional. That person understands the needs of they many and how to be a true leader. What this company has at the top is textbook professionals; whether change management, MBA or other professions. So many moves that I have seen are right out of the play book.
It’s wretched.
Not so long ago, employees cared about the company. Now they care only about the paycheque.
I don’t know whether all the boefing will turn out to be right or wrong. I just know that Enbridge has become a dreadfully sad place to work.
There is no doubt a BOEF was needed to try to return balance to an engorged and complacent work force. But the continuous boefing, poorly executed arrogant merger, and now a mass voluntary exodus has pushed that to the opposite extreme of understaffed, overworked and even unskilled staff placements. And unfortunately, I do believe that has created vulnerable gaps in some critical groups. I left on my own accord, and I would never wish a disaster on anyone. The folks who are and were deligent strongholds for mitigation and prevention, knowing the asset lineage from the field and not a spreadsheet - well AM, those are your true Crown Jewels. Too bad you don’t value them. I only wish I had paused to Yammer that on my way out...
Thinking back to the All Company Forum.... I think the diamond AM used to explain “why you b--ches are so upset” was actually a true reflection of how he views the “morale problem”. I think he legitimately thought that diamond was insightful and accurate and would reassure us. In a nutshell, we’re just reacting negatively to “necessary change”. Some will not get on board with the change, and they are fine with that... those people just aren’t “on the journey”. That same type of language has been repeated any time I’ve seen the Enbridge executives since then, and HR tends to talk in the same douche-baggy way.
From a business textbook perspective, they aren’t wrong. Although the changes might be impacting some of us negatively, if we assume the change is truly necessary and putting the company in a better position to prosper, we either need to get over it ...or leave.
The problem is, however, that many have no faith that Al and the other geezers know what they are doing, and that these changes are doing anything other than bringing us closer to ruin. The anecdote to that is good leadership, which is unfortunately something few of the ELT possess... or something Bain can help them with. Whatever skills they were selected for, I can’t imagine leadership of employees was one of them.
I would therefore assume this problem will continue to get worse until there is a safety disaster or some other PR nightmare that causes the Board to change the regime. Or, until we see some signs that the business is in the right track. If the stock starts doing awesome, I think many will start to wonder if Al is an evil genius as opposed to just an evil POS..and maybe that would help turn things around.
We're much closer to another Marshall than the ELT would like to think! We have lost our asset operations knowledge base through reductions over the past three years, retirement, and resignations. As a company, we have kicked the can down the street for 5 years by postponing critical asset replacement projects, and we have alienated our younger talented work force by offering nothing for them to build their careers on. While the voluntary separations by many talented employees appears to help temporarily balance that precious spreadsheet that drives the romance between AM and his Board of Directors, ultimately the company will trip over it's own short sighted foolishness and another major environmental disaster will be the result.
Pat Daniel understood that Success of a Company depends on it's employees. AM and the ELT have allowed greed to blind them to this. The ultimate result will be implosion on a grand scale!
You really don’t want to be one of the last peopl left in your group because there no way a replacement is coming to help you with all the extra work. At best you get to train a replacement from an unrelated group.
Take a hint from your old friends Look for another gig. Who knows you might make more money.
There is no problem.
We want most of our mid priced employees to leave so we don’t have to pay them severance.
We want the majority of our employees to be cheap and expendable. We want only a small percentage of them to be expensive. And, trust me, the expensive ones know who they are because we have made it worth their while to stay.
Everyone else can go.
Senior management know people are leaving and they like it, the reality is they want people to leave on their own so enbridge don’t pay severance.