If you're a valuable employee in a group facing restructuring, your contributions may be overlooked. This issue isn't unique to Dell, Microsoft follows a similar pattern. I've witnessed numerous layoffs driven by profit margins, and once an employee is let go, they rarely return unless offered higher pay. Despite annual reviews where we document our contributions, there's little reward. Many employees earn certifications, stay loyal, and apply for internal roles, but when opportunities stagnate, they often leave for better jobs elsewhere. Dell struggles with professional talent management, frequently relying on managers who lack the expertise to effectively identify and nurture skilled employees.
This contributes to why some employees remain in the same role for years; some are content, while others find it intolerable. This could be a good idea to flatten the organization, but this is not done under these terms for sure: anytime there is a cut, it always implies a financial decision.
A good post from @at+1jy7e6r61.