Sadly, that's far from what happened here. The people who knew how to play politics, who knew how to hide during the bad times, they're the ones who mostly survived. Most of the people who actually knew how to lead, who had real skills and real experience, they're gone. What we've got left is the worst management team I've ever worked under and most of the rest of us who do the work looking for an exit.
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@e3 The rot is still there with the board of directors. MB was just a failed tool.
Not sure how many times this needs to be said but for layoffs they don’t care about anyone’s performance, whoever is the highest paid is on the list.
Look around, notice how everyone on your team still surviving is horrible at their job? It’s because they’re cheap to keep around
Just the truth
@ds The quality of people let go in the last few years just beggars belief.
Some of those who have taken over are bordering on pond life in comparison. And then there’s the DEI promotions…
New CEO is a puppet on a string. The rot from MB runs deep. Purge should have included all his direct reports, and one level lower. Otherwise, the dysfunction remains entrenched.
@cn yes Baghdad Bob, they sure are
@cc I can live with being ranked and judged on performance. What I struggle with is the idea that compensation becomes a proxy for value.
When layoffs are driven by payroll targets instead of manager input, the people who know how everything works are often the first to go because they’re expensive. Then the company spends the next year wondering why execution, customer satisfaction, and innovation all decline.
It’s a great way to make the quarterly numbers look better. The long-term consequences become someone else’s problem.
@ak we are gaining new customers every month
@c7 Yeah that is the thing that is tough for me to parse. Rank from 1 to X and if I'm anywhere near X, sh----n me, I probably deserve it.
Random a-s spreadsheet layoffs without manager input is just bad long term. Leads to high performers being cut in favor of lower cost talent with less ability and institutional knowledge. Ain't no way that works in the long term.
Then again, long term planning isn't something I've seen at OT. Process for processes sake, and duct-taped implementations are far more common. Let's all work for the next great POC/Demo. Nevermind that sh-t is fragile as he-l, and not scalable.
@OP The top performers are often the highest earners. Open Text doesn’t conduct layoffs based on competence or performance; they make decisions based on cost. As a result, the highest earners are often let go because they represent the largest expense.
By that logic, what remains are employees who earn less than the top performers, not necessarily because they perform better, but because they cost less.
They have operated in this manner since I have been here. Hopefully the new regime will change this but I won’t hold my breath.
@OP, so true, brother.
Clients are searching for alternatives as well, those who are left , use your time to brush off those interview skills, search for a new job while you are getting the ghoul opentext salary. Don't stay here unless your sanity is not important to you.