Going into next week it’s clear that the majority of layoffs will be happening 7th to 11th of July except for EMEA because of labour laws. My big question is how HR is going to manage this logistically? We are talking, at least, a few hundred people but most likely up to the thousands. How do they inform those impacted? If in calls, is it even possible to execute within one week? I’m equally afraid as I am intrigued with the coming week upon us
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An HR rep will be standing by the exit, doing the little princess wave and saying buh-bye.
Contractors
AI has taken over the redundant management jobs !
Ai software apps can report what we engineers can input to it !
Just give us a fix it budget and we can manage 24/7 on our own !
For technicians they’re generally taken into a meeting and then escorted out. If you know you’re getting fired you can cause a lot of problems if you just hit a bunch of EMOs on your way out
I am getting mixed signals from my manager; last week she informed me that I won’t be in the bottom 20% and expect a lot more work. But later proceeded to cancel all our team recurring 1:1s and team meetings during the July 4th weekend. She has followed this up with setting 1:1 meeting on Monday with myself and I can see her calendar and my colleagues - she setup 1:1 with every member of my team. On top of that our first half team meeting she has setup is to prepare for a big presentation we are suppose to give on Thursday. What on earth is going on ?? Is the team being let go and manager will survive or the entire team being cut.
The process is that your manager will tell you that you are impacted (they may or may not print out your actual impact notice), and there is a website that will answer all your questions (FAQ, how to turn in your equipment), along with a link where you can download your specific walking papers, and you'll be assigned an HR layoff (er, transition) rep who's based in Costa Rica or China (you'll hope to get one in CR since it's the time zone is closer, and they actually understand English). Your manager will basically state what's in the walking papers (last day at Intel, website, HR contact, etc). You may, or may not, get an exit interview. Basically, your manager doesn't know anything, and will defer you to HR website or chat.
Logistically, HR will use email to terminate the minions.
It would take too long to go to each of the 25,000 and notify them in person.
Be practical.
@ab what if my direct manager is OOP until end of the month? skip level manager?
OP doesn’t understand how computers work?
It’s clear that none of you work for the company. The direct manager is in charge of informing the impacted people and their exit date is at the end of the month.
HR should set up tables in the lobby. If you badges doesn’t work, go wait in line at any of the many HR tables. Security will go with you to collect your stuff and walk you out.
I don't work for Intel, but when my company got rid of two groups (total of 50 people), they asked the my manager and the other groups manager to send out a mandatory meeting notice for 9AM the next morning to all those in the group (leaving out the director and HR person from the email distribution list as so no one would be suspicious). Then the next morning when all 50 of us called into the Microsoft Teams meeting, the director and HR person also joined us. Then the director spoke first telling us the company wanted the work we were doing only in certain location throughout the world and one of them was not in USA. Then the HR lady spoke and told all of us in the meeting that we were all laid off starting today, including the two managers, and our package email (two weeks of pay and severance to those that qualified). And that's how they did it. Therefore, it doesn't take too much of an effort on the HR personal to lay off hundreds or even thousands at a time if need be. It only takes one half hour meeting (and even that is too long for some companies).
Watch for anything unusual, like finding a security guard outside your phone booth as you take a Teams meeting with your (soon to be former) manager.
You might think I'm joking yet I have seen this happen during previous employee woodchipping events.
If they give you a choice, ask to be fed head-first. It's less painful than going feet first, and you really don't want to watch while the woodchipper works its way up your legs.
There will be a red card in your cubicle if you have been laid off.
HR likes to fire people the old fashioned way, one line worker at a time.
With the help from AI, they have improved productivity such that they are currently able to fire one low level employee every 3 milliseconds.
So year, getting rid of 25,000 does take some time, but not like it is going to disrupt their lunchtime or anything.
HR says they felt a great disturbance in the workforce, as if tens of thousands of badges suddenly cried out in te---r and were suddenly deactivated.
They fear something terrific has happened.
Hopefully their logins and badges are disabled on Monday morning when they either power up or try to enter the buildings. Layoffs su-k no matter how you do it, but it is better to rip the bandaid off. Benefit doing it this way, everyone else is assured safe and can breathe a sigh of relief and focus back on work with full productivity.