Cut-throat industry - Ford Process Coach Ford Motor Company Employee Review

2.0
3 Feb 2025
Recommend
CEO approval
Business outlook

Pros

Pay is good, some upper-level managers can be helpful in your success.

Cons

Lack of support from management (despite new process coach training), entitled union employees unwilling to work for you, Hours worked in a day will vary each and every day so don't make set plans. Badge in through a gate, work in an environment with few windows, hardly any clocks, and horrible office spaces to complete desk work. My coworkers used to compare the environment to a prison, and yet Ford wonders why they can't keep any new process coaches. I was a prideful, legacy Ford employee with 3 years in the company and took great pride in my job, just to be thrown out after working as hard as I could to improve moral, and hold UAW workers accountable for their faults. Always remember salary workers are never protected, and union employees can get away with whatever they want. Not to mention, per the new UAW negotiatons you'll be managing 10-15 employees on the weekend who are making more money than you at time and half or double time.

Explore other reviews about Ford Motor Company

5.0
26 May 2026
Recommend
CEO approval
Business outlook

Pros

-fun , new exciting projects with a lot of scope and potential

Cons

-long hours , sometimes at night or early mornings -lots of management changes, sometimes too many -travel

1.0
15 May 2026
Anonymous temporary employee
Recommend
CEO approval
Business outlook

Pros

You get to say you work at Ford Motor Company

Cons

The only way they'll view you as a longterm investment is if they got you young right out of school- as an FCG or from CCS. They reward backstabbing and gossiping in the name of "survival of the fittest." They enable and encourage people like this to rot the company from the inside out. The people who are rewarded are those who can best cater to the emotionally unstable people in positions of leadership. They can't even lead- they either micromanage, or are passive aggressive in hopes that you can eventually read their minds. Neither is productive. Micromanaging wears away at anyone's agency and confidence. And passive aggressiveness doesn't move projects forward nor provide clarity. Take the time and energy you spend gossiping about the lost employee, and just communicate to them directly. That would yield faster results, and reduces stress for everyone involved in the long run. I don't understand managers who will gossip to anyone and everyone about you, but then claim they don't have time to talk to you directly and resolve issues.

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