I have never been through a massive layoff before. For those that have been through this before - is there specific criteria that they typically use? Is it always the lowest performers? Do they target people that have been with the company a long time and are making a higher salary? I am not new to my department, but they moved me to a different team within my department with the first wave of VSP last year (which I wasn't happy about). While I am definitely not considered a low performer, I am however the least experienced on my team with the particular work that we do. As we get closer to the November 20th date, I am starting to really worry that I will be selected.
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Higher paid, low performers, anyone on a write up and if someone doesn’t like you. If any one in HR doesn’t like you, they will help push you out. Verizon HR are the absolute worse in the industry
@az DEI and boot lickers will be safe. Mark my words on this. You will see for yourself.
@a9 Performance does not matter at all. In Fl, many of the best performers were let go - the Supervisors that knew how to run the day to day operations were gone. We had Directors and above that could not even spell "Telephone". DEI ruined the company in Fl and Frontier made it worse. If you are W/M and over 40 - you are gone. Facts are the facts. And now this Paypal person is going to be the savior? Bet he cannot even hook up a POTs line? Time to put Americans FIRST!
1) uncooperative people who you don’t like
2) lazy people who do very little/ WFH people that never seem available
3) people doing low value work
4) initial level leaders with 0-2 directs that don’t also do work themseleves.
@az the leaders who rank like that shouldn't be leaders. Btw leader ranking to his team is subjective to Sr. Director and his peers feedback and I can tell you these are the most uncomfortable conversations you will ever have in your career especially with the peers you work with day in day out but the real leader don't care. Business is business and if you have a good case, the Sr. Director will back you up.
@ak, in the rankings, how do the boot-lickers fare? Near top-performer, regardless of their own performance, I imagine.
Every member on your team is ranked top to bottom based upon performance and value to the business.
If you're a top performer, no worries. If you're in the middle, be concerned, but don't loose sleep.
At the bottom of the list, you're toast.
been through 6-8 on wireline when Lowell stopped investing in fiber and sold to Frontier. low performers first, then age, then “just meet the number” folks. Usually age and meet the numbers come back as contractors in 6 months because the bozos realized they waxed all the institutional knowledge.
People fighting RTO are kaput. No whining, just winners will remain till next round
@ab that is not true for our case
I was told the managers do not have any say for this one. I think the larger the lay off the less say they have
HR targets low performers with bad ratings last year. Management has the final say. Who they can lose and who they want to keep around. So high performers will be staying regardless of compensation. It’s more of a question like “who do you need on your team to survive”?
It will be performance based for the majority.
@OP probably people they don’t like are the first to go.