I survived ER in August and was moved to a new position. This new team seems a mix of different grade levels (not confirmed, just my feeling).
Anyone heard of talk, or maybe think that, in the next months there could be another re-alignment of levels and pay reduction?
I personally wouldn’t put it past them, but at the same time I’d have hoped they at least figured out this new team I’m on since it’s net new.
@dv exactly. 2026 likely will have more impact on making sure offshore numbers are up.
@ez Very true. Go back to GE with Jack Welch who started the 10% philosophy. A ruthless approach focused on short-term financial gains, leading to mass layoffs, job elimination through the "rank and yank" system, and a focus on financial engineering over innovation. It ultimately harmed GE's long-term health and served as a negative model for corporate America.
History doesn't repeat itself, but it often rhymes.
I would say that once a company gets a taste of what goes on in a layoff then any cultural aspect of it not doing it again are out of the window. Particularly when you bring in leaders from organizations that are used to leveraging a consequential system. Who knows, maybe they'll be like IBM/Meta where they layoff the bottom 10% of performers each year.
"Work/employment" is not about loyalty...it's about knowing the absolute value of what you provide in order to sustain that employment. It's something from here on out you should ask yourself everyday. If you can't list the things you are doing that provide "immediate/transactional" value then odds are you need to pivot and figure out how to change that.
@an ER isn't done for at least 2 more years. Penny's initial video states this. Year 1 (2025) is spans and layers. 2026 is outsourcing and offshoring. 2027 is AI and automation.
Some of the areas have gone through multiple reorganized in the last couple of years. For instance, BCDE has had seven reorgs in 2 years! We will have the sale GPs leading the new orgs. What would make us think that it will be different now? It is not like they suddenly got smarter overnight.
@an they will not do an open separation but the will we-ponize PIP to cut. While some performance attrition will be expected, they will make it a tool to cut people out to reduce headcount.
I've heard speculation (with zero support) that ER isn't done and there might be more layoffs later in the year. Again, speculation only with zero evidence to back it up.
Regarding pay, I'd be shocked if they demote and reduce pay further for the VSP/ISP survivors. There'd be a mass exodus of people leaving if they not only have to do more work with less people, but to be forced into a pay cut on top. But, I wouldn't put it past PP & DC to justify pay cuts on top of the rest of the mismanagement of this one-great firm over the past 5 years. This firm is openly underpaid in the marketplace, so eroding that further will make this the last place anyone wants to work on top of the toxic top-level management.