Thread regarding Dell Inc. layoffs

@OP I asked for a package in 2024 and got it this year

@kn Unless you've been a part of a PIP that failed, the official reason is never performance.

@gk if you’re part of a wfr, I think you get the package regardless of performance. It’s more about protecting dell than anything else.

But if I’m wrong, I’d love to know more about how that is determined.

@a2 I agree. It depends on your manager and request for this. I've even seen a leader orchestrated a team "re-org" and gave severance to a retiring Sales leader. I have seen "quiet" volunteering in sales and non-sales. I have seen some exception if someone is under or non performing, most likely won't get the severance if they volunteered.

@e1 - for US, I alway thought severance was standard (if not fired for cause)…am I wrong? If yes, I don’t see any benefit to waiting to be let go, vs. requesting to be impacted on the next round. If you can save someone else’s job, why wouldn’t you? Seems like a win/win/win.

Everyone I know who has “volunteered” has been fine. But I think there might be cultural factors at play, because in certain countries it’s not “allowed” (but still happens).

I asked for it and I got it.

I am at the end of my tether in Services Sales, non-sales role (IBP) and I cannot cope any more with being helpful and ultimately pickup up the pieces and filling the gaps of the teams I have to work with globally. I am constantly hit with refusal to join critical approval meetings from senior stakeholders, delivery teams whom seem to delight in saying "we are not supposed to do that", asks from sales to "have it ready tomorrow morning", to be an expert in finance, Dell systems, and "how does AI work anyway?" All the while being tick-box measured on "critical training" I don't need or don't want to do. PLEASE how do I get WFR, my mood and attitude is impacting my family now "Dad always grumpy at work".
It's not so simple as saying walk away, it's not worth it. I'm the sole breadwinner. Actively looking for other jobs but my ages precludes me I think. EMEA based btw.
So gatvol.
Rant over :)

I'd say you can probably ask for it and get it, but my guess would also be that the package won't be as good.

Financially, it's probably better to just quiet quit and do nothing and ultimately be given the golden handshake.

Mentally, it might be worth it though.

I had people in my team that both asked for it (and had to wait for months for it to happen) as well as people that knew they were already on the list that just asked for it to happen earlier than planned. Worked out in both circumstances. Could that they have gotten a better deal waiting, fu-k knows, but given the current stance on employer vs. employee my guess is that they could have.

My team is a non-sales revenue generating team. No WFR requests are considered

Dont trust these stories.
Announcing you want a WFR with severance could easily backfire.

You announcing your stakes only benefits HR and managers. Do not show your cards.

@a2 totally agree with you - I was friendly with my director and senior director and just stated that I no longer felt Dell was a place for me anymore. Both tried to get me to change my mind but I was firm. Within a month I was called in to a "Org Update" with some clown from HR.

If you’re not in sales, wait for your turn to get a golden parachute. It’s worth the wait.

Depends on several things: Your relationship with your manager, Your group/department i.e. are they looking to reduce heads, etc. I was successful in requesting mine back last August but my manager knew I was going to retire at end of year. Basically I told him you can let me go and save someone else or let someone else go and I would leave shortly later and he would be down two people.
If you have a good relationship just have a conversation with them.
Also, even though I asked and received my WFR, I was still able to get severance and unemployment - Texas (after waiting period). Not a bad way to go out in retirement ;-)