No mentorship program for management, new management is left to make decisions they that have no idea on how far reaching these decisions can be or how detrimental to the company. Upper management is the same way.This is worrisome to the people on the floor who have invested their livelihood to keep this factory in the community. Eaton's pay for performance or salary increase program is another problem .First of all they rolled out this program then cried that we made too much money and to effectively lower the shop floor salaries no raises were given for five years. Now they have implemented something called market average so if you bid on a job and the current market average is 2 dollars more than what they are currently paying their employees that is your pay, The experienced operators will then be making 2 dollars less than the new hire doing the same job The shop floor personnel are the bottom rung and they have no one trying to help with their situations in the past we had become accustomed to being asked for our opinions on why things aren't working in our departments now we aren't even asked what would make us more productive. The two phrases we always hear from management are: we are too busy or don't be negative (in other words :shut up) It is like a train wreck coming and our community will pay for it. The attitude has changed from making the most of our time at work to let's see what we can get a way with today it is hard to show respect to a management that doesn't see that. But they are only going to be here a year then they become another Eaton's liability..it will be another 8 years before Eaton realizes that they never were good management people to begin with they just keep passing them around to ruin another factory. Experienced shop personnel are leaving for another local factory whose pay is similar and they get raises every year and the atmosphere is one of a team atmosphere not an" I own you " one.
