Some people here mentioned that it was offered to their specific group, but I haven’t seen or heard anything beyond that. Why not sort out the numbers with a voluntary option first, and then look at cuts if needed? Wouldn’t that make things easier for everyone involved? I know I’d be one of the first to consider it, and I’m sure many others would too.
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@bb there is no separate VSP, I know people who got offered and took the VSP couple years ago, they said it was the same.
Just be thankful T-Mobile's separation package has remained the same for a while. As a former Sprint employee, and after surviving multiple rounds of workforce reductions at Sprint, I watched their separation package go from good to terrible
There are no high performers at T-Mobile.
A workforce reduction mandate comes straight from the C-suite. They don't care about making the process "easier" for anyone involved. They basically tell everyone under them, "You need to reduce _% of your workforce, and you will be judged by who remain", and that message is passed on to each level of management. If you were a manager and that was your directive, would you be asking for volunteers and risk a high performer (who knows they can find work elsewhere) walking?
@OP I'm not getting the fantasy about VSP. In a voluntary "pick me" layoff, you're not going to get garden leave (you asked for it, the company didn't pick you) and who knows about severance and other benefits.
Mine was "voluntary" in the sense that if I moved my whole family to somewhere we had zero desire to live, I could keep my job. Does that count?