I know Medtronic has given you canned responses to give to your employees when they ask questions but i just need a manager to lay all the cards on the table here.
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Generally there will be a disclosure of demographic information of those impacted to prove they did not run afoul of federal discrimination laws.
Typically on these sorts of RIFs if you target only highly compensated employees, the demographics will skew that you terminated based on age (generally older employees are making more due to experience). So unfortunately it can only be performance based so far before ’regrettable’ terminations need to happen. I believe the federal cutoff for age (for demographic reasons) is under/over 40.
So basically, your RIF pool needs to reflect the demographics of your company. If your company is 60/40 male/female your RIF better not be 90/10 male female. Same with age/race/se-ual orientation/disability/religion.
I think the biggest factors will be compensation and the project you are working on. If your program has been defunded in AOP and/or you are highly paid (prin or manager level) you'll probably be on the chopping block. Performance MAY play a factor but since most people get meeting/meeting, there doesn't seem to be enough variation to support a layoff.
Yea, this performance review basis would have been nice, but really wasn't used. I know of a lot of BU's that were told to take their performance reviews down because of business results. Maybe layoffs were in the cards ~10 months ago already and were just laying the ground work, but I know at least in the Neurosciences they were told there should be no exceeds based on business results for FY22.
Interesting thread here. I can assure you with past layoffs - within the past 12 months that high performers and ‘Exceeds’ were let go.
I was given direction to provide names for Principal level and above (including Manager titles). Names were reviewed at VP level. Still expect communications week of the 17th.
Agree. I am in CRM (Americas region) and I don’t think we will have 10%-20% slashed.
Just a suggestion...can we start adding which group / organization you are a part of so we get an idea if it's across the board or more isolated to certain groups. I report in to the America's region. They let about 6 people go over a month ago, but nothing else since. I am expecting more closer to quarter close, but no idea on what the number might be
How about people who achieved but did not exceed expectations at their review last year?
So it looks like 10-20% cuts, and those with less experience and no exceeds in their performance review are expected to be on the list?
Judging on managements comments below, should we consider ourselves a goner if we have only been here a little over one year? :( I was so happy to finally work at MDT.
I transferred to a new group the middle of last year so I feel like I’m screwed even though my previous reviews were great. Everyone else has been in this group for years and I’m just getting started. F this.
Curious what will happen in groups where everyone meets or exceeds expectations. I guess it’s good that they are targeting low performers but it also seems like there are still going to be strong performers who are let go.
Thank you
@2qjz+1lW1vNNq and @2rld+1lW1vNNq so it seems they are going by last years performance review?
I wonder how they are the teams over like under 7 people. The next 3 weeks should in interest to say the least!
Guidelines given to me are that I can fire no half or full "exceeds expectations. (From 2022) Most "missed expectations should be gone (unless dramatic change as documented in mid-year review). Besides that no other real guidelines. Seem like we are doing it by the book.
I am a Senior Manager with a team of 13. I was told to give 2 names to go and 1 name to "not touch".
My director owns the head cuts but he said he wanted my input.
Everything Geoff says is prewritten by someone else. It’s so pathetic! Where is the REAL Geoff Martha? We’re tired of the BS.
they didnt flatten sh-t. what they did is get rid of some group managers, but then made up for it by hiring a bunch of useless VPs
go look at how many fkn VPs are in this company doing god knows what everyday. this company is being run like a giant scam and the folks VP and above know how terrible it is but they have great comp so what do they care...just biding time to pad the CV and jump ship
Does “flattening the organization” mean removing multiple layers of management? I can see pros and cons to this, but that definitely will be such a huge transition and shock.
Post from TheLayoff.com
Hilarious you forgot to mention Martha's self fellating over his woke agenda for Medtronic. That's all they talk about.
They have to do a bunch of HR/legal stuff before they can notify. They can’t say anything until that work is complete.
That's what they want you to think. You're manager is probably in the dark because they will be out too.
Is Martha giving himself another 26% raise this year for “Engineering the extraordinary” and “Moving with speed and urgency”?
Anyway,
Our manger did put together end of the year team dinner on 21st May , so looks like we are safe?🤪
you should focus your anxiety elsewhere. What is the point of the question anyways?
Reorg happening mid-april to early may for most, patient monitoring getting sold off for approx. 8 or 9 bn, thats all positive if you own stock.
Why the need to know more? If you cant handle it leave boy
I've heard they're going to flatten the organization. Combine teams, reduce the number of layers etc.
Seems like a huge undertaking though and not sure it can be done by end of April. The OU leaders claim they dont know anything yet.
"nothing is more important than our employees" - Except for shareholders, according to Geoff and Karen
innovation is the lifeblood of the company
we are following the roadmap to the extrordinary
nothing is more important than our employees
we are putting the tech in med tech
what else do you need to know?
What do you mean?
They told us all they’re “committed to transparency”
And since then they’ve told us nothing
So clearly, they know nothing.
Anyone who’s paid attention to company performance in the Geoff Martha error - sorry Geoff Martha era - couldn’t argue with that
What do you want to know? Medtronic will hit the news for layoffs in April.