WIPRO is in tight with Williams IT dept. They have sponsored trips to India for Williams IT Leadership.
https://www.sec.gov/litigation/admin/2016/34-79669.pdf
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@milwaukee http://s2.quickmeme.com/img/2c/2c7ade10483a7b9c4ba4836b0748b5d29e25bb11fc5d1a62bdf90eea9a26eb0d.jpg
You guys are amusing. Go to work, do your job, do it well, and be a part of a team. No company is perfect, but I like Williams. I am in OKC, I have heard the doom and gloom. Don't care, I am willing to ride it out and find a place in Williams. As far as I can tell they have been very fair and upfront as they can be to date.
I do not have an issue with the CEO, the CIO, or most of the managers. Maybe I am a little grey in the hair, but this is a good company and a good leadership team. Quit the petty stuff, if you don't like it move on.
Agreed, it has been my experience that performance reviews, success factors, etec, etc are
used for many purposes and one of the main purposes is to provide documentation to prevent getting sued during a termination, the more signatures the more the company is protected. On the other hand if applied properly, it can be used to provide good feedback and a basis for promotion. All the power resides in management, no point in fighting it, just join the crowd, lay low or get out, pretty simple. .
Success Factors has many good features, but it is also used to make a case to terminate people. Don't use it any more that you need to.
You will never win, cannot fight city hall. You could walk on water and document it till you turn blue in the face, if city hall doesn't like you, they find something and evenutally terminate you. Your wasting your time, get out and advance yourself life is too short for this.
Thanks to my boss for switching some of the people on my 360 Review to 2 that no one could ever please and not taking into account how those 2 treat people if they don't get their way!
Thanks also to this nice Success Factors software that won't let me attach emails to dispute these false claims as I refused to break the rules.
You could do a blind check to see how hr responds, I am thinking some of these posters are not being truthful.
Seek legal advice immediately, this is not professional or the correct way of handling referrals.
Very silly situation, companies all calling each other to find about workers, however their legal department tells them not to say anything about their workers how dumb is that?
Unfortunately, HRBPs don't get to know the bottom workers as they have too many. If a Supervisor labels you poorly, it sticks with the HRBPs.
They all ask for your supervisor and phone number when you apply for a job, crazy situation.
I understand that when a business calls Williams or the Supervisor as a reference, the company person will remain silent when asked if the past employee is eligible for rehire or something indirect like that.
Very disrespectful during a layoff situation.
Don't buy it, there is no list, don't see their lawyers approving this, could subject to them to a class action lawsuit like tge one that was filled against google. One the other hand nothing surprises me. can you confirm this?
Make sure you are not in the category where you are not eligible for rehire as rumor (no facts yet) that Managers were tagging people during the layoff process in Success Factors. Unsure what to do if you are tagged unfairly.
I was laid off from Williams and since then I have applied for 36 positions that is the same as my old job and can't get rehired. HR can't give me an answer as to why. When is the company going to do the right thing and rehire the people they laid off?
Why the WIPRO bashing? The managers I have spoken with in IT say they are doing great.
4 days ago by Anonymous | Post ID: @JRScJYH-jigl
I hope you are being sarcastic. Otherwise you need to be tested for mind altering substances. THC?
No matter where the fault lies, once HR is against you, you are done. Fly under the radar.
The hr dept. is a disaster they ought to rename it the leak dept. someone should investigate the hr dept just like they like to investigate everyone.
It is disappointing to see misleading accusations against employees that are certainly made for one's own layoff survival. Almost seems like some of the HRBPs are fanning the flames.
Why the WIPRO bashing? The managers I have spoken with in IT say they are doing great.
I disagree, the managers for the most part perform their job well but the directors, the majority are failures. The vp's seem to perform well also, the directors are in a very visible and critical position that a lot of them fail at miserably. Just look at the director group, there is so much personality and knowledge that doesn't overlay, where managers all seem to have some common traits and the vp's as well. Most directors are also fairly new where the mangers are more seasoned. Clearing out the directors could be one step to a fast paced streamlined goal and help moral very quickly.
A director is only as smart as his managers. He is trusting his managers to do their job and report to him accurate information. I think we have all seen that the management layer at Williams is where the sub par employees get promoted to. That being said maybe the directors should do a better job of selecting their managers instead of picking people just because they belong to the "club".
WIPRO is the best because that is what your director said
WIPRO has an IT person work on a project for $45/hour and it takes them 16 hours. WIPRO also engages a WIPRO project manager for $50/hour and they take 5 hours. 4 meetings with customer and 3 with the Williams person that has done this job several times before. 4 weeks duration.
Williams person takes 5 hours at $90/hour and doesn't use a project manager since they know the customer's needs already as they have worked for them before. Customer is satisfied with Williams person because they don't need but one short meeting to explain the problem. 1 week duration.
Williams IT Director says that WIPRO is cheaper.
Question: Why is WIPRO cheaper?
I was one of several that produced pictures of a site where a contractor didn't have their equipment yet on site, but they later billed us for that time. The pictures were put on a folder on a network drive and were later deleted. When we submitted an IT ticket to recover the pictures, it was denied by IT since we didn't have a "Business Case" and Manager support. Williams paid the $40K bill.
Wish I could list the names of those fighting to help on this one, but don't have their permission - 2 were laid off.
The Pledge person is right on target.
These high flyers jump at the next biggest thing. The slow grinders are out of favor these days, especially at Williams, one reason there are problems too much change, people don't have time to get good at what they are doing, they get terminated or locked up somewhere.
Lieing about something somewhere, she's no good!
Where's Timmermeyer?
, one manager can really abuse their power with a system like this
Doesn't sound right.
Read on another post about someone that claimed they were flagged as not eligible for rehire after the layoff. A layoff told me in person this happened to them and they know that each time they fill out a job application, their last manager will give this response when contacted.
Very unprofessional by the few doing this and the HRBPs that allow it without investigating.
Keep your head down until this all passes!
WWPD, lmfao! I love that line, I'm latching on to that saying. Thank you, I'm still laughing
Or if you can't keep your head down, just practice WWPD - What Would Pete Do?
If you aren't being appreciated by management make a change. If you cannot just put your head down and do what management wants. At big companies, new ideas are not always well received, maybyou would be better off at a smaller company, a lot depends on your personality. Good luck
Good response to the Pledger
In response to Pledger to CIO...
If you value your job you should do exactly what you stated. As one of the many people who did get let go, I can tell you keep your mouth shut. I was one of the people who busted my tail for our internal customers. I worked very VERY long hours and took personal time to make personal relationships with these internal customers. I brought not only issues that these customers were giving me, but I also brought solutions to my manager and/or director. I can tell you, I was one of the several let go. The people that are left were ones who never say a word. Never put in an extra hour of work, remain status quo and under the radar. It is very sad to say, but if you value your job, keep your mouth shut at all costs. Even if you are helping your customer. The very sad truth about Williams is that if you have ideas and are a go getter, they don't want you. You make upper management look bad. So yes, keep your mouth shut my friend.
My pledge to Brian Letzkus, CIO to keep my job:
"When I see IM Managers treating our internal customers inappropriately by not looking into the root cause of IM failing them, I will remain quiet versus bringing the facts to my Manager/Director."
IM has many GREAT performers all over, but several will remain quiet after watching good IM people sent out the door for being unfairly labeled as not being part of the team. Very upsetting.
I remember that story, that is how he followed up Larry h admission about his daughter being g--. Pete caused a helluva storm with that judgmental arch of a story. If I remember correctly, shortly after that announcement he was not a director but now he's back.
Good for Pete! Now maybe he can start another district tour of labeling his adolescent nephew "g--" after watching the young nephew play with dolls with his sister, then telling the districts this is the emotional conversation he had to have with his teenage son-what a f---ing idiot. He needs laid off of life!