Leadership has shown they can’t do any better. If they could, we wouldn’t be in such rough shape to begin with.
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Head of HR / people office is corrupt . He hired a person to head people sourcing that person was thrown out of HCL cause of corruption and asking women employees for favors. Coforge CEo should looking into matter of Global HR head and US people sourcing head
Laying the blame ( or even part of it ) on overseas employees is such a lazy and sh---y take. The only kind of people I have seen with such cr-ppy opinions are those with no tech knowledge and ones who talk out of their a-s. Not a single person with considerable technical experience, that I have talked to, has anything bad to say about non-U.S. based employees.
Ex-Sabre - I declined to endorse my ex-Director who suddenly decided to be friendly with me after laying me off. The director is applying for a job in my current company. I do not want toxic people to join my new workplace.
@km Yes… Sabre laid off so many with years of real world experience and genuine industry knowledge, who could positively work with customers while understanding their business, in favor of “talent” from India. They may pay them less but they have no depth of knowledge. “Leadership” must ask themselves if they are getting their desired results. I guess you get what you pay for. My money says they aren’t receiving the desire result they claimed to want. The company was once great and is now an utter failure on the precipice of Chapter 11. No buyer is in sight due to the debt load being carried. Never was a company or brand (including Travelocity) so completely abused by its selfish “leadership” than this. Sabre/Travelocity employees devoted their lives to this company only to be laid off. “Leadership” past and present has been and is a disgrace. They should all look in the mirror and consider the path of destruction to employees and their families, when they walk away with truly comfortable bank accounts, serving on boards for other companies. Disgraceful.
And heavy petting
At this stage only staff that would be considered for the layoff pool is the Lean Meat and Muscle left in the Org. You know that the Fat at the Top will not leave till they get some kind of big payoff. They will take care of themselves first as always.... Not sure what the options are other than Brand New Owners and Eyes to make a transformation to whatever form it needs to take to close it or sell off whatever is sellable
In the end there can be only one role: uber architect (software architect/developer/PO/BA/DevOps Engineer/Support) and a director/VP and AI overlord
@kn Analysts sharply questioned the ELT's forecasting capabilities this week, creating a perception that the team is out of touch with current events and business performance.
@km I am glad u did a quick google search, but not any additional research. Are you one of those who you are claiming doesn’t know their product or argument? 6,253 was end of 2024 before the red-badging to coforge (500+), GetThere sale, SHS spin-off (around 1,000) and other quiet layoffs in support functions. Regardless, I am not batting for managers…this tree is rotten from top to bottom, and the primary responsibility is the ELT who can’t even forecast.
SABR has 6,253 employees not 4,500 so it is certainly possible that 1,700 are managers now and that is too many.
Some question suggestions for the survey:
1) How do you rate your manager's job of managing your team?
2) How well does your manager understand your team's products?
3) How well does your manager understand another team's products?
4) How much would Sabre suffer if your manager was laid off?
5) How much would Sabre benefit if your manager was laid off?
1700 is 38% of 4500, a ratio of about 1:3
cut that by 500 + 400 + 150 = 1050, so 650 of the original 1700 remain
650 is 19% of 3450, a ratio of about 1:5
do not cut managers indiscriminately
do not rely on bad managers to make good decisions about who below them should be part of the 20% to be cut
bad managers may manage a team of 100% good people and good managers may manage a team of 100% bad people, cutting 20% of good people is even worse than cutting just 20% of bad people, we make both mistakes every layoff
when cutting managers, cut those managers whose teams rate the worst at doing their job of managing
the hot air balloon is rapidly sinking and will soon crash into the trees if we do not raise it, we must jettison ballast not fuel and we must do it quickly
we have got this simple action wrong every layoff and it has been a significant factor in causing the mess we are now in
@h3 while I sympathise with the view, these random numbers make no sense. The company has around 4,500 employees post SHS. These random numbers would mean that managers and above are 50% or more of the population, which is clearly not that case. In any case, the issues are deep rooted and not at any specific level, and if it there were one level responsible for the mess, that would be the ELT which sc--wed up the guidance again!
Save $140 million per year with almost no impact.
There are probably about 1000 managers and senior managers. Take a performance survey from the teams who they manage and lay off the lowest performing 500 of them. They can each "manage" a minimum of 14 people considering that they do very little per person. That would save at least $50 million per year after severance.
There are probably about 500 directors and senior directors. Take a performance survey from the teams who they direct and lay off the lowest performing 400 of them. They can each "direct" a minimum of 25 people considering that they do almost nothing per person. That would save at least $60 million per year after severance.
There are probably about 200 VPs and SVPs. Take a performance survey from their teams who they preside over and lay off the lowest performing 150 of them. They can each "preside" over a minimum of 20 people considering that they do hardly anything per person. That would save at least $30 million per year after severance.
The company is top heavy with managers who only exist to fill a space in the org chart. Get rid of people who aren't needed and who aren't good at doing their job.
I have the solution.
All we need is a new "shift" campaign.
See the problem was that we did a money shift from 2 to 1 instead of 2 to 3. Did you see that drag racing Honda Civic money shift where the back wheels left the ground? Watch it because it was hilarious. That's what we just did.
There haven't many people left that could still be laid off. Eventually only dir+ and coforge will remain.