Thread regarding Dell Inc. layoffs

Dell leadership forces/requires a bell curve. can't "peanut butter spread" 100% across your team. Just how it is.

So 90% means your boss thought you did fine...but not as good as one or more of your team mates who got 110%.

If you get 50% or 0%...then you should be concerned.

For my team <100% on bonus or no raise means your kicked out during the next wfr.

@OP if you got <90% on individual modifier, be rest assured you made it to the list and will soon be let go!

I got 90% which was somewhat shocking but also not really considering i don't know my NEW manager better than a can of beans... I've never gotten less than 100 for the years ive been here nor less than a 6% raise, either from my previous manager; who is basically still our "manager" but without the title or managerial powers.

I have to go into office 5 days/week ok? I was on a med exemption for a solid portion of last year and afterwards, he did tell me that I should try to go in daily if possible because he wouldn't be surprised if execs did some bs that affect bonus's. Which impo I feel like they DID do some of that bs.

After i got off med exemption it was mid october - so I basically was exempt from going in for 3/4ths of 2025 - and I take every friday/monday off for the rest of the year starting mid november. I deff. got lazy and didn't go in very often until 2 months ago.

As for my work performance, I've always been a harde worker and take on shhiit that I dont have to do. Worked my bo--y off last year like normal and in all honesty, our new manager never gaf about our team anyways. So it's hard to prove anything when he doesn't care.

@b4 I have to disagree tbh... Especially considering many teams were moved to a new manager/director last spring when they "flattened" the middle management (sr. managers)

My group was put under a new "manager" who is a joke. He does NOTHING with us, has NO idea what we are doing individually, and clearly has no interest either. He's managing a team on CORP and a team on FED. Not sure how much he does with the corp team but he does absolutely nothing with the fed team, that's for sure...

Essentially, the only thing he does for us is approve PTO and have 8 minute 1x1's with all of us; which is a running joke between us because of how short they are. Otherwise, he does nothing - at least with the fed team, anyways.. Our previous manager has the same experience as well with him.

Anyways, it's far from true that if you get less than 100% that you are now somehow on the wfr block. Maybe you are if you got like a 70% but 90%? Deff not lol.

Doesn't mean anything lol. A LOT of us were moved under different managers last Spring when they randomly decided to take out all the Sr. Managers, and put us under a director.

My group was and our new "manager" is a joke. He does NOTHING with us, has NO idea what we are doing individually, and clearly has no interest either. He's managing a team on CORP and a team on FED. Not sure how much he does with the corp team but he does absolutely nothing with the fed team, that's for sure...

Essentially, the only thing he does for us is approve PTO and have 8 minute 1x1's with all of us; which is a running joke because of how short they are. Otherwise, he does nothing - at least with the fed team, anyways..

I feel like it heavily depends on what org you are in and what the budget was. Management was restructured last spring so a lot of people were moved under someone new, and that new manager didn't know a thing about you.

For me, our group was moved under a new director and he has never taken the time to interact with any of us, nor shown interest in doing so other than our 10 minute 1x1's lol. it's a running joke among my team about how short his 1x1's are.

Raises were pretty pathetic across the board - company wide - so I'd imagine bonus's were as well.. it's silly to think that just bc you didn't get a 100% that it means you are on the chopping block, though

@b4 Moving off of my team has proven to be insanely difficult. My current manager only has 21 direct reports and someone on the team just put in their 2 weeks notice. Apparently oracle is offering nearly 2x what Dell pays and all you have to do is rack hardware. Ive applied there too.

this means you're on the bottom 10-20%

options:

1. stay and become valuable you your manager's stakeholders, this makes you more powerful than your manager by reputation. still keep your manager believing you're on his/her side, but better to leave and start an exit strategy, easier to start a new role then change someone's mind that has decided you're not at least midpoint.
2. new outside job (not easy these days)
3. transfer managers in current org (surprisingly easiest, what I'd recommend, as your manager already wants to get rid of you based on the 90%, so she\he will support this and actually boost your reputation to the other manager to convince him to take you)
   4 transfer to another org

ive decided to start talking about unionizing with others... so far the panic on managers has been fun to watch...

I believe that managers are forced to stack rank every time, so they don’t (and can’t) give everyone 100%. That said, your whole team might be performing perfectly and the choices they make when stack ranking are, in that situation, pretty arbitrary.

So…depends a lot on the team, the manager, and the moment in time. If you trust your manager, you could ask them what you could do better to get a higher performance modifier next time; and their answer should give you some more info/context.

If you and your manager do not have a good rapport, or if they are not someone that you trust, THEN I would agreed with the previous comments. But it is not, imo, an automatic reason to panic.

You are on borrowed time.
Wait for your WFR "business update" 1 on 1 or start brushing up your resume.

Last year everyone on my team that received less than a 100% modifier was let go on the next WFR round