Where to begin ...
Senior management has shown it’s complete incompetence with the handling of multiple corporate events in 2020 and 2021. From the first 8% NSI to the removal of the 401k match to the redundancy program of ‘20 to the ‘21 8% NSI. The hits keep coming with the announcement of more workforce reductions in the coming years.
Workforce attrition has ramped up significantly for the reasons above.
There exists a hierarchy of two career paths for MPTs ... one is a technical career path and the other is management. While that sounds unique and inspiring, it is not. EM recruits college graduates with the allure of the “Management or MD” path and absolutely runs over the individuals on the technical career path to balance the personnel distributions on the assessment lists. The intellectual schizophrenia on display by management when wondering why individuals do not want to chose a technical career path is a marvel to behold.
Speaking of assessments, this “new” assessment system is completely demotivating for 80% of the workforce. All individuals are on one year employment contracts with the new assessment system. It is possible for a person to fall from Outstanding with Distinction to NSI within one cycle (although unlikely). For additional demotivating facts, unless you are assessed with a CL 38 potential early on in your career, do not bother putting in extra time. Stated differently, only put in enough time to not get NSI’d until you can get your next gig lined up. The company does a disservice to MPT new hires by not discussing the probabilities of attaining a certain level of success. For example, there exist about a 20% chance of making it to CL28 or higher. There exist about a 4% chance of making it to CL30 or higher. Since humans have a tendency to select the path of least resistance, the question for an early career engineer becomes “Do I try to achieve position / status / pick your poison against the odds?” Casinos attract gamblers in much the same manner that EM convinces engineers that they too can become an executive. When you see an EM employee recognized by being moved to an executive position, think of the 25-fold number of employees that did not make it.
