Ford

Good job security, until the next recession.

Adequate benefits.

Some departments have good work/life balance options; not all do.

Occasional profit sharing.

The range of different types of positions is very diverse.

Good, competent managers who treat their people fairly and equally are EXTREMELY rare.

You WILL be mistreated here; not every day, but it WILL happen and more than once.

Many managers mistreat their people and those around them. Discrimination, insults, intimidation, bullying, and undermining people's careers are all fair game.

HR does nothing about it. The higher the rank of the manager, the less they will care.

Most incidents go unreported because it's common knowledge that HR will do nothing and there WILL be retaliation in some form. This company only cares about its public image and how that helps them make more money.

Deep down, they don't care one bit about having a happy and productive workforce; profits come first.

Management ignores constructive criticism and feedback from its employees.

Most coworkers have the same complaints you do but are afraid to speak up, and rightly so; dissent of any form is not tolerated. It's like living George Orwell's "1984".

All office buildings are old, crumbling, and moldy.

The UAW is a pain to deal with. They have fewer responsibilities, few qualifications, and get paid more than most educated engineers.

The pay here is not great. Hard work is rarely recognized or rewarded.

Promotions are awarded based on popularity rather than performance or competence.

Profit sharing checks are capped no matter how much you contributed to help the company this year.

We need more opportunities to give honest and candid feedback to the company, to HR, and to our management WITHOUT fear of reprisals that WILL be acted upon and not ignored.

Hold the pulse survey more often and force managers to take meaningful action on every low score. Most managers flat out ignore their pulse results, no matter how low their results.

If something is out of their hands, then elevate the issue until it gets to someone who has the power to act on it.

Update the pulse survey questions periodically. They are out of date and do not reflect everything that we have to communicate.

Force HR to act on complaints. When there is no significant threat of monetary loss through legal action, the complaint will just get swept under the rug.