Loss of culture the last 5 years. Depleted after executives communicated remote work would be permanent. Likely, based on their selfish and personal preferences to live in Sante Fe, London, DC, SC and Boston. Currently, as many white collar (non production/engineering) employees are fully remote (outside of Milwaukee, Tomahawk, York) areas as are local. Heck, it’s nearly impossible to recruit locally because HR just posts on a job board and hopes for a perfect candidate. What happens to active recruiting?
H-D eliminated nearly all rally opportunities, instead they elected to outsource that to a third party. Do you know the best way to integrate people into culture and brand?? Going to a rally with +500k riders sporting your company name.
All of this has come with continual under performance to leadership plans. STIP (bonus) payouts have been below 100% the last three years and only paid out at least 100% in 3 of the last 10 years. Even during the recession, H-D paid out something when targets were missed…
Added to that, H-D has excessively relied on insider relations with consultants that have yielded few results. Depleting trust with employees and burning unneeded $ with no accountability.
Speaking of ACCOUNTABILITY, does it exist? Spending money on consultants that don’t deliver, eroding employee, customer, and dealer trust, and doing nothing but making excuses about it to all stakeholders.
Lastly, H-D has stepped back from their relationship with Milwaukee. While Styling has no problem emblazoning “Milwaukee” all over the product, Milwaukee has eliminated partnerships with the bucks, summerfest, and even reduced support for The Farm (makes sense when employees are in a different state).
All of this with a disengaged and out of touch executive team that no body sees. Jochen only tours production plants with a film crew. HR
