The Times, They Are a Changing

There comes a time in all employment relationships when things must change. Companies get bought, new cultures are introduced and an organization changes. If you hired into the new organization now, it would be just another big company; rules to be followed, supervisors to be answered to and a culture to be learned.

We (the company I was hired into) has been owned by another company for 20 years. Recently (about 5 years ago) our parent company was purchased by yet another much larger company. Now there is a desire to be a conglomerate and compete with the big boys. This push is making us change. We had, in days gone by, a can do attitude. Our catalog offered about 500 basic items, each with 5-7 options giving us a little over 3,000 products. Our specialty (this was my specialty for about 8 years) was modified products. We work with architects and designers who feel each project should be a statement, thus nothing standard will do. “I could use product AAA but I want the adjustability of BBB and add a glass…” somethingorother. Our philosophy was ‘time and money’ is the only obstacle. If you need it fast or cheaper, we cut back on some of the features… BUT we did it, I did it. As many as 140 per month usually about 100; submittal drawing, new part drawings, BOMs, production scheduling and on the floor to make sure it worked right.

We specialize in commercial, they specialize in residential… As the residential sector falls the hope is that the commercial sector can increase and even grow. Grow enough to take the company into the conglomerate, big boy arena.

(FU#1) - We merged computer systems.
(FU#2) - They insisted we change out cat numbers… all of them. Incase you have never been involved in something like that, it is like learning a new language. That thing that was an orange is now called broccoli, broccoli is now called lettuce, iceberg lettuce is called orange and romaine lettuce is now called peanut. (I live with a cross reference sheet)
(FU#3) - We formed cross functional teams (3-6 of them and one of us on a committee) to decide who had the best practice or procedure and adopt that way for the new merged system. Any guesses as to who had the best way to do things?? They did.
(FU#4) - We (the managers) learned new tricks (read – their way of doing things) but got no rewards (follows the analogy but kinda strong. We didn’t necessarily want a ‘reward’, a ‘thank you’ would have gone a long way). In the period of about 4 months, over 100 years of experience and product knowledge walked out… rumors say some were offered MUCH more money (along with other things) to stay. But to a man, they left.

There are 3 maybe 4 of us left with over 10 years each of history with this company. My 16th year anniversary is coming up in about 60 days. I don’t think I’ll make it. It’s time for a change.