You put the workforce through the most horrible experience, whether they got jobs or not.
And on day 1 of go live, all the org charts on workday aren’t even correct. We have people with random direct reports, wrong job titles. I’ve personally seen other big reorgs like Functional Transformation in 2020, and Project Alpha a few years before that. None of those were at the level of this disaster.
Enterprise Leading Performance
The team doing ENGINE and also running as the ROM team.
@OP what is ELP short for? Thanks
I cannot think of any other company in the world that does things this way, where a selection rep acts like an HR person and delivers the layoff news to an employee, and then they get another shot in a PDC, but have to deliver the message again.
In any other company, you’re laid off by your manager or by someone in HR. Why on earth would you have another employee do it… (selection rep who has practically zero working relationship or knowledge and history with the person being laid off)
We really outsmarted ourselves there. It is neither efficient, effective, or humane (for both parties)
@cz you clearly aren’t familiar with most of the approval processes we have around here that really on supervisor approval
So who in HR was responsible for the July 1st go live date? Is there going to be “accountability” in this new organization or is business as usual?
Well I need my manager to approve this expense report so that I don’t have to pay for it myself..: and he won’t do it because he’s not my boss
You need to better wade through ambiguity. The impact of the Workday errors is little to no impact on anyone except the HR people working to fix it. Be a leader and work to make the new organization successful instead of letting minor things like this be a mental roadblock for you and dragging everyone down with you. Buck up, get to work, and be more resilient.
OK but can we get back on topic on the fact that I don’t know who my manager is yet? Surely it is not LC.
Not BS metrics. The only thing that matters to the ELT is shareholder returns and the message is that the company does better when our stock price increases, except it doesn’t get shared back to us. It just pads their annual bonuses and LTIP, Despite us being at the bottom of our LTIP peers, Mike got a 30%+ raise, and I got 2%
@ad Amen.
@a6 Agreed. There’s still something to slow and steady wins the race. We can keep chasing the wind with all these competitive metrics that compare apples to oranges, but we can’t ever catch it. Can’t we be more content with delivering stable value, retaining great employees where they are, and minimizing change? Isn’t that “winning” even if we aren’t #1 according to some consultants BS metric?
@a4 get to work on what? Incompetent upper management that can’t stick with anything until efficiency gains are realized and instead constantly makes ridiculous changes leads to no clear direction.
Tried to reach out to my supervisor for an intro discussion and was turned away because his peer was going to be my supervisor
Get over it- what do you need an updated org chart for? Get to work!
Mine is ok, except several of the job titles are wrong. And the manager somehow reports to another “department” so we all roll up under someone else
Depends on what organization you’re in… Mine is a dumpster fire.
It was way worse in FT, months of errors. It's Jul 1 and its not terrible.