#criteria

Any Director/ AD in this form please say. On what basis you are laying off individuals in a team.

Wonder what is the valid reason they going to give...

Some assessment groups have different distributions to allow more people to be ranked high or low. Seems fishy.

How were the chosen people selected to move vs stay? I’ve seen people with the same job title go in different directions while they do the same thing.

What are some criteria you’ve been hearing from you manager that will quality you for an exceeds? All I keep hearing is visibility blah blah have your efforts known by the “top” brass. Seems that you will have to move mountains and make serious changes. I can be the one with a great and just delegate it out and have them do all the work.

Obviously, it's highly unlikely we lose any directors/managers/seniors if we have any layoffs on the horizon. How do they choose who to get rid of? Lowest paid?

How do people get picked to get let go? I can understand performance and location. But what warrants others? Are people reviewed and discussed prior? Or is it some high up person tells each manager they need to cut x number of people?

Waiting for the start of RIF and have above questions

When does it begin?
Where geographical locations
Which departments or groups
What criteria qualifies
Who determines
How many total targets?
How it is implemented
Why now?

They're cutting skilled workers and veterans, even people in critical roles. Where's the logic in that? This short-term profit boosting through cuts is always incredibly short-sighted.

I’m a former manager in the market and this is usually how ICs are selected. It’s mainly based on bonus and performance review on Workday. Top performers with a 120% bonus or above are generally safe, while those below 80% are usually in trouble.

Most ICs fall around the 100% bonus range, and that’s where the ranking list plays a big role. For managers, it’s a different story, they tend to look at who has lower OPEX, and age becomes a bigger factor for both ICs and managers.

What's the criteria they're using to select sr Manager Managers and ICs.

Anyone know what the criteria was to determine the automatic lists of people eligible for promotions this year?

Is it just the year end rating you get? Or something else too?

The criteria for every RIF is usually different. It starts out with getting a list using some generic criteria. They do this for legal reasons, so they can legally justify that the RIF applied to a group of people and someone was not being singled out or discriminated against. Examples of lists in the past, anyone who worked remote (pre-Covid), anyone who got less than a 3 on their review, any manager with less than 5 reports, or any director that is lower than 5 levels deep. As a manager, you need to be cautious about how you answer any surveys about your employees. For example, once they asked about employee roles and if a QA was a manual tester or automated tester. A couple months later all the manual testers were on the list.

Once the generic list is created, it is shared with managers to a certain level. Sometimes the immediate manager is informed of who is is on the list but sometimes they are not. The managers who get to see the list than have to fight to get someone off and that fight isn't easy. If they do manage to win, they often then need to supply a different name.

All in all, there is usually a financial target they are trying to hit and that can impact how the list is created as well. Products they want to disinvest in will have more people on the list than products that they think will be the next big thing.

I found this informative. OP: @aw+1kakcej6y

This was not based on performance. It was done to save costs and involved random selections to foster a new culture within and, disrupt existing friendships/cliqs

For those that have been through this before - how do they typically decide who to lay off?
8 days ago by Anonymous
Post ID: @OP+1k9k2jvnq

Who puts in the hit? Who creates the list who goes? Lvl 7. So is it my boss, or director, or sr Dr?
17 days ago by Anonymous
Post ID: @OP+1k8vsmw7e

How do leaders pick who is laid off
October 8 by Poncho
Post ID: @OP+1k72z9785

How much control your leader has when it comes to Rif?
18 days ago by Anonymous
Post ID: @OP+1k8s3fk4v

Did directors help make the list? Or senior directors only?
20 hours ago by Anonymous
Post ID: @OP+1ka7mgj16

Age and tenure
2 days ago by Anonymous
Post ID: @OP+1ka4n0wta

How does Verizon decide who to lay off?
8 YEARS OLD - November 19, 2017 by Anonymous
Post ID: @OP+QkOh08I
URL: https://www.thelayoff.com/t/QkOh08I

I've heard this is not performance based, so what is it? How do they decide who to cut? Also, I hate that we have to wait until December to know if we still have a job or not. I don't get why they have to let us wait that long.

While the RIF may be needed to cut cost and financially support or spend on new areas but the outcome of a quick decision like this usually does not work out from my experience. The employees did not get much time since the announcement was made. My concerns is they will be cutting people not having enough time to look at their scope of work. A poor judgement will be made. The leaders should have taken their time to do this exercise. That way we could have kept the right people or department to support our customers and the network. I just do not get what is the hurry for…

The useless and id--ts are still stuck around look very suspicious and nervous at this place while the talents are still pushed out secretly.

I'll be brief, here are Qs that are on my mind:
(A) Who delivers notices
(B) Who is considered expendable
(C) Which tiers of leadership are already being notified

Layoffs seem to be pretty random. Are they following any general criteria about who'll be laid off and who'll be spared?

I’m concerned that the current CIO may not have the depth of experience required for a large semiconductor manufacturing company. His background at PagerDuty, while relevant in a different context, does not clearly demonstrate the capability to lead in this type of environment. I would encourage a review of this appointment and the criteria used in making it.

I have never been through a massive layoff before. For those that have been through this before - is there specific criteria that they typically use? Is it always the lowest performers? Do they target people that have been with the company a long time and are making a higher salary? I am not new to my department, but they moved me to a different team within my department with the first wave of VSP last year (which I wasn't happy about). While I am definitely not considered a low performer, I am however the least experienced on my team with the particular work that we do. As we get closer to the November 20th date, I am starting to really worry that I will be selected.

Heard a bunch of layoffs going on today. Is it true? What’s the management criteria!

is it by performance or bcuz of location, or just pure hatred?

Do you know what kind of criteria was used to select people? I mean, THE REAL CRITERIA, not the BS they are feeding us

From what I’ve seen, none of it makes sense unless you look at the cost savings. Which means nothing will actually get fixed, but a whole lot of people who truly know what they’re doing will be gone.

I recently chatted with a friend who specializes in restructurings, and she shared some thoughts on reimagined.

The duration and scale of this consulting project indicate that the target for headcount reduction is more than 15%.

ISPs are probably going to lose access to their laptops within a week. The 60-day period to reapply for other positions is likely nonsense. Once ISPs are informed, they won’t want them snapping photos of sensitive client data and sharing it on the dark web.

They probably had an idea of who they were letting go back in January. Typically, leaders assess their employees based on current skills and their potential for retraining.

Despite all the dishonesty and deceit, my friend believes PP is doing well. Her aim is to boost GP profits, and cutting over 1000 jobs will definitely enhance GP returns.

Happy Hunger Games!

Honest question but how does this stuff actually go down from higher up in the company? Like are there just some bean counters in finance that “make a list”, or is there more involvement from the lower-level management? The only reason I’m asking is because we lost a ton of historical and impactful engineers. I was honestly shocked to see how many folks like that were let go 😞.

Also, I can’t wait to read the next Cisco Beat-down chat.. of yeah they disabled it!!! Never mind lol.

What is the definition of a HiPo (high potential)at Halliburton?

Is it based on a particular level?