I'm a Manager and I have had to lay off top raters over low performers because the leader has a vision. I can tell you, ratings have some sway but ultimately no one is safe from the shoulder tap.
Keep your options open.
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@a7 Just read the news - the target for March is at the D/MD level.
Turn your manager into the ethics hotline.
Aren't most Citi employees steady-Eddies? :D This is what I noticed, they even admit it - whenever I discuss how I did stuff at before I moved here (big mistake) they always say - guys are built differently. And that is true - PhDs that are benching 150kg ;)
Is it not the manager who should go out first if it's cost/ AI or whatever
RIFs are about cost. Location and severance package cost are factors. Rating does not matter. Unless you're a 4 and can be fired in lieu of severance. Citi is getting rid of people as cheaply as they can.
Unfortunately performance doesn't guarantee safety.
I was privy to a discussion where a 3 year tenure high performer was picked for lay off in preference to someone here 18 years, and was a steady-Eddie at best.
The reason was that laying off the long termer would require a much higher severance and the BU was already nearly maxed on their severance budget.
So the better resource, with more energy, more up to date skills and better ratings had to go overboard.
Just speculation - package to high performers and PIP based / no package exit to low performers. But then who will be left to work or to be fired?
@OP pls elaborate on "the vision"; also any sways on the C level - C15/16 at a higher risk?