I’m wondering if my director (one step above my associate director) help to put together the list of names. Our Senior director is still relatively new and wouldn’t know the or well enough to know which people should stay and go, so I’m wondering if our director had any input.
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@cp this is exactly the d-mb cr-p that brought down our (once) great company. They are “randomly” picking people to cut when we all know there are definitely dead weight people that should go WAY before top performers!!!!
@cp correct answer
@c5 And his response was true and right. I posted a few days ago that HR is using AI to make the decisions and got downvoted for it. HR staff are the biggest users of Google's Gemini to do/help with their work in the company (not replaced by AI, they USE it). That info was shared at a town hall earlier this summer, so it's no secret. Overall, most people who will be impacted either this week or in the future should not take it personally. Their line of management had little to no say in picking them. They were an unlucky number drawn by a computer algorithm. And, FWIW, that was run at least a month or two ago.
Directors were asked to "make the decision" who is going to be let go, senior directors may have told him/her how many but I was told the director who makes the decision.
Our SD is a straight sho-ter. They told us they were not asked for input this time. That's what has me worried.
@am and how do you think senior leadership such as a SD would gather data to make the Fing list?! You are a completely ignorant mo--n. You must work in retail or the lowest level call center.
SDs make the list and they ask their ADs for names. This tripe about first they look at x then y is total fantasy. Your AD is making the decision.
Sr directors without direct reports need to go...fat paycheck to make some reports is not worth it. AI can do that job...there are a bunch in North east and Midwest ....that is real cost savings for the company
First they look everyone who has active corrective actions such as PIPs, verbal, written, and final warnings and attendance issues.
Then they look at who on the team is rated as high potential, emerging talent, high professional, valued contributor, and low potential. Half you probably don’t know about these rating bc your supervisor is NOT obligated to inform you of this rating but you are given this rating each year.
Then they look at 2024 EOY rating such as developing, achieving, leading (the ratings your supervisor is required to disclose during your EOYs and mid years) as well as what you have been rated thus far for 2025.
Then they will go off historical performance and what your direct supervisor or AD has to say about you and their personal input.
They will not use any of this data at all if your position or location has been RIFd entirely. And therefore you are susceptible to still being let go if you are and have been a high performer.
I’m not sure the Sr. Directors even had much if any input this time around.
i know senior director / director were asked to give a list last week
They have a say and the final word but they usually know only what their AD tells them and they take it as valid.
I would say most SD don’t know the people well enough to make these decisions.