in the traditional sense. The recent reductions are the result of a top-to-bottom organizational efficiency change. Every role, dependent and interdependent, has been evaluated for overlap, utilization of skill, and so on. This is not done. Once the final, improved, organizational model is done Srini will announce the 'transformation is complete'. Or some variation of that. For now, I am staying focused on my role. Doing my best to make sure I am a useful, contributing team member.
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@ej I won’t get into specifics for obvious reasons but yes. It was an internal program designed for career development and promotion. This I all documented in that particular program. I not only exceeded expectations for what was laid out but also took on additional responsibilities and an expanded role at my request. Had weekly synch meetings and moved the business forward in supporting high level projects including merger related. All metrics were clearly defined and goals met/exceeded for each project within the expected timeline.
@e4 / @dn , you are correct, I am an a-hole…at times, but most of the time, I’m a really good person…but back to you. After you set your career goals, did your meet regularly with your manager to ensure that your goals remained Relevant to the team, market, area, region, and company goals? Ultimately, what would be your answer to the question, why should we promote you?
SMART Goals:
Specific: Clearly define what you want to accomplish using the 5 W's (Who, What, Where, When, Why).Measurable: Use concrete indicators to track progress and know when the goal is achieved.Achievable/Attainable: Set realistic goals that challenge you but are within your reach to avoid frustration.Relevant/Realistic: Ensure goals align with your broader, long-term values and interests.Time-bound/Timely: Set a deadline to create urgency and prevent procrastination.
Regards,
I quit doing sh-t 2 years ago when I was continuously skipped over for a promotion after doing everything I was asked. Now everyone on my old team has been fired and I was moved to a new team where I was told I am the low man on the pay scale so they keep me around to keep it balanced. So I will continue to show up, collect my decent paycheck, and do nothing to pull attention my way.
I saw the same thing. The more talented including tenured people, found other jobs early on. They didn’t wait around until the culture got even worse like it is now after multiple cuts.
I'm interested to see how T-Mobile treats those of us left in this toxic dump. So far it hasn't been good. True test will be our compensation reviews.
@am They expect attrition and take the risk of losing talent. They don’t care, otherwise they wouldn’t do layoffs so often.
That is the unintended consequence of creating a culture like this. Talented people don’t stick around to find out.
Doesn’t matter I already quit the sh-t show and my best work buddy is quitting very soon. They are losing talent by the droves!
I survived many layoff. Worked business as usual after each layoff 2x a year. Working hard and met my perf goals. They say it is not performance. It is who you know. As long as you are a minion of that VP or director who is doing the layoff, you wont get retrenched. So convince yourself and work even harder just like I did. At the end of the day, the VP does not know how hard I worked and hardly know I exist. And if your manager doesnt read his email he doesnt know what you did too because he didnt read the reports. I got RIF. We are just a head count. They can layoff anytime at will. So be naive and dont think it will affect you until its your time. Be it Ai or org change …. All affected is just headcount.. Good luck. Life goes on. It is not end of the world if you get RIF.
How does that boot taste?
@OP How about those that continue to do nothing all day everyday including leadership? I’m skeptical
@OP So how is life in HR being Srini's mouthpiece?
It has nothing to do with being useful and everything to do with slashing headcount to raise profits