Assuming I'm not already on some list, does anyone have insight into how long it takes for Dell to go through whatever processes that happen for a layoff if I were to go today and ask to be placed on the list?
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There is no specific logic, generally, it is whether your managers like you or not, your salary and your age also play a role. I have also faced it, at one company as soon as I joined, I was put under a lot of pressure, they got me to deliver 3 complex features in about 10 months, when I was expecting big hike and promotion, I was told I am no longer needed, there are no further assignments for me.
I got laid off a few times early in my career despite working my a-- off, now I've completely checked out and yet I see them still picking others. Is there any logic to how they choose people for WFR?
Volunteering is over.
Well odds are you aren't really at the top of your salary band. And even if you are, the top of the salary band is closer to average at many other places, and average at Dell is low compared to others...
would you volunteer if your told your at the high end of your band and haven't received a pay raise in two years yet get great reviews and your manger traditionally doesn't promote people.
@X34j5Yg-1udo Dell provides VSP when they have no clue who they want to retain or make a blanket assumption that only bad employees will take it. This has happened before where the best took VSP (some bad ones took too) and when things fall apart Dell send letter to ask them to come back (all including the bad ones, Dell HR/management can be r----ded I know) and they say no, then they offer better salary and post then only the bad ones came back. True story because I had to deal with a b---s--- who is now a director level.
So, you're saying it's best to take the money and run. And don't look back.
I can’t say how severance works now but when I was laid off in mid-2018 it contained a clause that if I were to rejoin Dell within a year I may have had to return the severance on a prorated basis. Nothing on joining other companies which worked out really well.
Not true. I know people that have done this.
No double pay for you - if you find a job before the severance runs out, I hear you have to pay back whatever you're not going to use.
At end Dell will remain with the average. The good ones will leave on VSP, the bad ones (HR, ethics and low performance) will be cut the day after VSP rolls without anything...
Did you notice something new in performance review this year? Some managers are asking to indicate 10 to 15 person to give feedback...
Bulk VSP programs are a double edged sword when done in large numbers.
You lose the best people first as they back themselves out into a new job. Normally these are the hardest working people who are likely to have taken on way more work, the biggest sales targets and are therefore the least compensated for doing the most. Engineers, PM's etc etc . . the best people are the ones that are the most taken for granted and lost in the company (squeaky wheels get the oil) so they put her hand up first.
So you mainly lose the best people first.
A bunch of people put their hand up, the managers don't want them to leave so they react by making sure they dont get the VSP and bullying them for their disloyalty
The baby goes out with the bathwater.
The people who dont put up their hands up for a VSP are the people struggling with their role or on PIPs or low achievers. . . . or the ones who are doing as little as possible. They will hang on for dear life to the job.
Then the customers get upset as they have lost key people that are important to them, and they begin to resent the company as well. Likely those people then get poached back into competitive roles in 6 months time. So you are left with low achievers, terrible morale for losing key people and a group of managers resenting everyone left behind . . customer dissatisfaction and loss of revenue.
What if companies treated the people well that you want to keep and recognise them for the work they are doing, listen to what they have to say and encourage them to deliver whilst give the low achievers a small ticket out.
Original OP. What @X34j5Yg-1urq said is exactly right. If there are going to be layoffs anyway - then laying off someone that doesnt want to be there is the best option for my manager, my team, and myself. If a layoff is planned me quiting may not save someone else.
Yes, it isnt the best case for Dell
from the corporate penny pinching perspective and my goals are more self serving than anything.
But if Dell were compensating in line with the market in my area then I might not plan on leaving, and taking a small bit of cash on the way out does not bother me.
Would be surprised if Dell ever did another VSP. While good for employees, many good people that they wanted to retain took it.
because they lay off someone that wants it as opposed to someone that does not. That person could actually be saving another person....and for some, getting a new job isn't that hard. It may not be as convenient due to location, etc, but you could end up with a few months of double pay which could help pay college bills, etc and end up in a new job making more money. Actually, this sounds like a smart idea.
Think about what you are saying to your employer
"Hey, I dont want to work here anymore, can you pay me a wad of cash for not working and I will leave"
Why would they do that?
@X34j5Yg-1lmi Exactly. Disgusting behavior.
just another milker eh? After years of laying still on the desk collecting cobwebs waiting for package now you want to take active actions to get it?
@X34j5Yg-ucl not sure what you mean?
Counting from now, immediately to start of new fiscal year.
Asking to be put in a list, without Dell not asked to do is equals ask to quit...