Or this is entirely an HR decision as Managers claim.
11 replies (most recent on top)
I’m a director and was not consulted.
As a manager in my department … we did not use sapience or badge swipes. We got a list and ours was solely based off performance. So it’s interesting that other departments had other factors used. For that reason alone I’ve started advising people to be mindful of sapience and their badge swipes in case the direction for us ever changes. It’s just crazy the world we live in right now with our company.
Those certified letters about open positions keep coming.
I was laid off on Nov18th. For the last four years I’d been working from home due to medical problems - it was all official. I delivered everything on time and always exceeded expectations even when I had to work on several projects at the same time ( I am a developer). Looks like the problem was with Sapience as I had to go to doctor appointments on regular basis and although I would continue working later during the day, it didn’t matter. Any way after the meeting with HR where I was told that it was my last day at Fiserv, I called my director to say good bye - he had no clue that I had to go. Evidently my VP had learnt about the whole thing two days before. He’d been just told who should go,
A week later I got a letter from HR where they congratulated me with the happy retirement and wished all the best. Two days later I got an email inviting me to apply for a position of Solution Architect. On December 31, I got an insurance card from UnitedHealth although my benefits were expiring the same day. So go figure… I am so happy I am out of Fiserv.
Senior manager here. Most of the time we get no input. Occasionally we're told "X people have to go, now choose" but that has literally only happened 2x's in the several years I've been here.
We just get told who's going and when to set up a meeting with them, roughly what to say, and that we need to get off the call as soon as HR says so. That warning usually happens 1 or sometimes 2 days before. I've been told director and VP get up to a week's notice sometimes.
In NOV they got a list that said heres the people with low badge swipes and low sapiens - they will be cut and you have no choice but to comply. Zero input from leaders with the exception of 'function X will fall apart if Y resource is let go'. Managers, Directors and VPs were as blindsided by it all as the poor souls being impacted.
There will be more of this before bonus time.
2025 annual plans for each leader will contain a significant amount of $$ that need to be found AGAIN, primarily through reducing HC. SVP and up bonus are fully tied to them hitting these cost reduction numbers and their bonus via options are potentially in the millions of $. So once you get to Nov 2025 if the leaders hav not yet found their magic $ targets yet they will all come chopping just to hit the annual numbers regardless of the impact on the business - so they can get their bonus and keep mafioso FB from their door.
Im not sure where this all ends as at some point you run out of cutting opportunities...
I can confirm what @a7+1jh4bdv3f wrote. As a former Director it’s a “we need X number of employees” and you get the badge/sapiance reports and give the names that are to be cut to HR and Sr Leadership. It’s always been this way even before the badge and sapiance reporting.
I'm a senior manager and I have no say in who is put on the list. That would be director and above.
Both, depends on the layoff.
I was a Director. Several years ago, it was done at the VP level. There were times when I knew when someone was being layed off and others, I had no idea. Trying to save someone was futile. Back then they were balancing factors such as age, s-x, and race. Now, it appears they are using salary against employees as well. Anyway, have a happy new year.
Managers definitely have say but it’s more of a choice.
“Hey manager, you need to cut 2,3 people on your team…chose them and let me know”