@Appalled: You probably won't be back to read this, but that was really wild!!! Yes, I fully agree that much of the language here is unnecessary and filthy. That is not right. But for you guys in Management that you say we know nothing about, your right, we know nothing about you. Who's fault is that? Which is easier, for a manager to approach his subordinates or the other way around? You guys in the upper echelons of management don't know the workers in the trench do you? Your response is probably, "it is impossible for Susan Opp to know 4000 employees." Yep, your right. But would it be so bad for Susan to have at least a monthly lunch with a random selection of say 10 - 20 average workers to get some perspective on what is going on? I worked for L-3 because of its mutual loyalty between employees and the company. That beautiful relationship with L-3 is gone now, and it is just another place to work. Good Luck when, and if, you ever need to recruit the talented wonderful people you've had in the past. You are only going to get the below average, poor performing people that apply at places like this. Nicely played.
You've always asked for your employees to perform "lessons learned" exercises. Now it's your turn. I encourage you to do your own "lessons learned" and be humble enough to admit YOUR mistakes and publish them to your employees. In my humble opinion, that is the only way to regain an ounce of the respect you may have once had.
As far as the 100% comment, I did. I was a hard working, dedicated, loyal worker and was very good at what I did. I'm gone. What benefit did it do me?