Just off this mornings call with LT team.
Oct 30th Wave 1
Feb 5th Wave 2
Full transition Feb '25
In our area (Ops) it'll be 90/10/0 Breakdown. Yes 90% day 1.
Other groups will be different though.
Letters going mid Oct. With notice period I assume this means 2 weeks gardening leave.
Full Oracle shop - including CRM too - confirmed
Specifically, it's called talent segmentation. Agree with below. On next 1:1 with manager ask directly how you are doing in your role. Not just how they feel, but what are they putting as your segmentation and flight risk.
Your ranking is not visible to you in workday but you can ask a friendly manager if you have one of your rating.
"If you are not ranked in workday in well placed or above, be concerned."
Where does it show your ranking in Workday?
i am a people manager. the call stated that there will be three buckets you will fall into as before stated. managers will not be notified prior. Emails to be sent out october 15th stating your fate and which bucket you're in. there was no discussion of "waves" on the call.
one thing to be aware of that I havent seen discussed is if you are marked currently by your manager as needs improvement. VM/BC have used the acquisition as a way to let these people go in waves without doing a formal PIP process but there has been similar documentation, the first RIF for NI rated staff was end of April. This may be what the poster was referring to as waves....there have been several of these ( I have personally been a part of one) If you are not ranked in workday in well placed or above, be concerned.
The only difference between the CIO organization and the R&D division in the event of a layoff is as follows:
Some B-grade support, operations, and functional staff would survive in the name of running the business.
Whereas good resources from more significant transformation activities will be let go on the first day, even though they could have been ten times better resources than those being retained.
For R&D, however,
Weak resources will be identified and eliminated more easily, as the first cut will not be as drastic. Good resources will find a way for themselves
What do we mean when we say Ops?
Internal IT, OASIS, HR, Finance, Legal, Marketing, Facilities management?
For the life of me I still have no clue how some did not get the message the moment this acquisition was announced. BC is notorious for doing the same thing over and over again. They are not a nice, touchy-feely company and there should have been no doubt in anyone's minds that a huge chunk of VMW was going to get let go. They even more or less said that during the first meeting. Coming on here and asking if you're going to get cut is pointless. You'll find out soon. Take the time you have left and relax and take it easy. There is nothing you can do about it and worrying yourselves sick is not good for you or anyone else.
Also please do not confuse about these numbers between Ops and VMW Products teams. Products (ones we sell, not IT products) is a very different conversation and no clear answers there. What is being said here is about Ops only.
If you are in Ops and you are in a denial about 90% layoffs then you will be very miserable on Oct 30th. How many different ways can people tell you why BC does not need our Ops. This is Standard Operating Procedure !! Our own M&A Playbook will ask to do the same thing. Unfortunately we do a half a-s jobs in our integrations but rest assured BC will not do a half a-s job. And I have seen the integration info ... if they don't need most of our transactional and operational systems then why do they need our people?
And by the way I am in Ops myself and I know that I will be laid off on Oct 30th and I also know that what I am working on now will be completely useless given the integration plan BC has. Wake up and take care of yourself. Don't be in a denial and use this time to prepare for the next chapter.
HCL. I'd rather be laid off.
Post from TheLayoff.com
I'll believe it when I see it. Duplicate functions maybe, but non-duplicable functions >account for more than 10% in Ops.
BC plans to transition Ops to HCL. The 10% retained are for transition to the vendor. BC does not indent to have VMW staff run IT/Ops. That is not their model, they've already been pretty clear on this.
We’re not all going to be laid off, but if you’re not an engineer just assume you will be at some point so you can plan ahead. We all think our jobs are important, but Broadcom might have a different opinion. Best to be prepared than be surprised and not be in denial.
I work in ops and even I can’t understand why the company is paying a human this salary and benefits to do a job that should clearly be automated. Just waiting for my bonuses and severance.
Media is also reporting it will be massive so wake up!!!!
Oh, so if Business Insider publishes it then it MUST be true!
Come on, man.
VMware is almost double Broadcom's size. People are believing that Broadcom will just say "We'll let you all go and have our existing staff take over your duties on top of their own." Come on.
"No, Ops will be 90% let go."
I'll believe it when I see it. Duplicate functions maybe, but non-duplicable functions account for more than 10% in Ops. And to those scaremongers saying it's SOP for every M&A.... Every M&A is unique with unique regions and their idiosyncrasies. You can't outsource everything to India for heaven's sake.
Past is prologue. Although we do not know just exactly will be laid off initially we know eventually everyone but the engineering team will probably be let go. Media is also reporting it will be massive so wake up!!!!
Most likely you have no job on Nov 1
LOL. The majority of VMware will be laid off on Nov 1? Rubbish. You're making it up just as much as everyone else.
VMware will have layoffs. But you, nor anyone here, are in a position to understand the amount of layoffs. You just like to make people feel stressed.
The same questions being asked over and over is crazy. This should not be a shock to anybody. 9 months ago I reached out to a few CA and Symantec employees, some still there and some gone. They confirmed all of this based on their experience.
There are going to be drastic layoffs - this isn't some revealing news, this has happened in each and every single Broadcom acquisition before this. This time is NO different. If you are not prepared to lose your job then you've been living under a rock. Most likely you have no job on Nov 1. Hope all your financial plans are in order for this.
Are you guys really saying that 100% of Ops will be let go??
No, Ops will be 90% let go. This isn't just obvious, this isn't just what has been said many times, this is standard procedure for company mergers.
Companies to do not need two legal teams. Companies do not need two accounting teams. Companies do not need two marketing teams. These are groups that can easily absorb the new company. So 90% will be laid off right away, then the rest kept to close out their projects, then laid off later. Standard operating procedure.
Was anyone in a call were it was explictly called out that all functions in Cork are 100% gone?
This impacts hundreds of people, so I would be very cautious saying something like this if uncorfirmed...
Are you guys really saying that 100% of Ops will be let go??
Also, I heard from our colleagues over in Ireland that Cork is 100% to go. That would include non-ops functions also though....
The whole thing seems to be drastic to say the least. Has to have a serious impact on the business. Hocking he-l.
Is it too late to transfer to a role in Ops? Asking for a colleague
Whoever listened to the all staff where Hock participated for the first time will remember that Hock said pretty much that layoffs of ops will happen and he said something like HR, IT etc. etc. Common sense - they don't need to double up on ops.
Just out of team meeting. CIO org under Jerry I. The OP dates were confirmed. Director couldn't commit to numbers but when asked about the 90% day one in our org she said, given our orgs technology is being made redundant, "consistent to what I'm hearing"
Two meetings today ,Q3 managers meeting and BC call with CIO/operations team.
Original post more related to BC call , all updates here are accurate.
And if Director with no reports, would not have been invited to the call.
Just let the facts of that statement sink in for a moment.
And goodbye to all you useless director fùckhêads.
Don’t even bother to turn the light out when you leave, just the the fúck out.
"If you are offered a transition role, and decline, you do not get severance. "
This is incorrect. It was asked and answered in both audio and the chat and the answer from Bettsy was 'We don't know'.
That said, I don't see Broadcom rewarding folks for giving them the finger so....
It was a manager’s meeting. If you manage people, you were invited. Didn’t need to be a Director. And if Director with no reports, would not have been invited to the call.
I'm a director and wasn't part of said meeting. So???
@jhq+1ou4NydU BC uses Workday. Go check their career site if you don't believe me.
The meeting this morning was for directors and above. I wasn't there but my boss shared the information with our team afterwards. Notification letters will come directly from Broadcom, not via management. If you are offered a transition role, and decline, you do not get severance. If you take the transition role, there will be some additional compensation upon completion that comes from Broadcom and we don't know what that will look like.
Was this just for managers or directors/SDs as well?
Where is transitions in these plans? We all know that we will be put into 3 buckets including transitions. Each wave will have its own 3 buckets or 2nd wave is a end of transition period?
There were no “waves” discussed. Not sure what meeting the original poster is referring to. The three potential hire/transition/layoff outcomes were discussed but no waves.
Was there any clarification regarding whether or not people in transition get any severance at the end of it?
It seemed to indicate yes but not 100% certain. What remains uncertain as well is can a person pass on the transition and still get severance. Finally, will Nov 1 RSUs accelerate as well as the first year of new options some got. Would be kinda cruel to not honor both.
Where is transitions in these plans? We all know that we will be put into 3 buckets including transitions. Each wave will have its own 3 buckets or 2nd wave is a end of transition period?
Was there any clarification regarding whether or not people in transition get any severance at the end of it?
I can confirm as well stated by a manager that questions will be answered on next Wednesday call, but no %'s or any specific details other than maybe general timelines. We will all learn our fates mid to late October and the managers do not know which bucket you will be in. Good luck to all.
I agree that in todays managers’ meeting, nothing was discussed about waves of layoffs or %s. Also, % layoffs will naturally differ by group depending on overlap with existing Broadcom functions, how relevant your group in within the new strategy etc. Broadcom operates very differently than VMware so it’s going to be a pretty blunt change, not just for those laid off, but also for those offered roles or on transition. Again I wish everyone luck. Keep it positive with each other y’all.
I was on the leaders call today. Mid- to late October will be communication on if you are employed, on transition or laid off. Managers will not know the fate of their employees which says to me this is done via Bain and HR spreadsheets. Different LOBs and groups are at different stages of integration planning. At least here in the US, the 2 months in VMW severance is legal to cover WARN period, so we don’t necessarily get the 2 months plus the severance. Leadership did confirm those let go will be following existing stated VMware severance policy. I wish all were luck. At least we finally got a bit of clarity. I relayed all of this to my team as well.