What would you double-down on, what would you eliminate
27 replies (most recent on top)
The real option Sean maybe thinking is to layoff 5,000 employees immediately, and rehire 1,000 when economy is better. Without a drastic measure Sabre sinks. No bailout is on the horizon...
People obviously don't read emails and follow defined processes (LQI) thus the case is made for management.
#1 - Lay off KRK and sell that new fancy building - it isn't Sabre property so you cannot sell something you do not own.
@1tjg+143Uh0Fv
A proper look into the 180's that were done
should provide that info.
@1bed+143Uh0Fv
I wouldnt say that at all. As it relates to offshoring Managers and Directors do what they are told. Those offshore guidelines are really driven mainly at the SVP and EVP levels. Heck managers dont even get invited to the yearly "leadership" conference where the fat cows spend millions leaching off everyone else.
- i dont mind the critics, and a lot of what has been said is fair to say. This part really isnt though
Report Sabre to the administration for shipping jobs outside USA
As a low level employee I see the message here- Get rid of Managers and Directors to save Sabre. But will the Management that spends millions on GLS every year and believes in cheap labor over quality ever realize that it it these Managers and Directors that have brought Sabre to where we are today - In ruins. Wake up and take a bold decision Sabre
Send an anonymous survey to all employees below Manager grade asking which Manager and Director should stay. The results will help in cleansing.
@1chb+143Uh0Fv
Its not even the whole c team .
just the CEO.. and the paid board..
Fire all Directors. They all are all useless and draining Sabre.
The key here is to get rid of Managers and Directors. We have too many of them and they do nothing but politics. This will make a huge positive impact to Sabre’s financial and work environment health.
25% pay cut for officers of a company in this environment is an embarrassing joke. Look at every hotel chain or airline, whose CEOs are taking zero pay, as are top GDS competitors. An exec team taking the same % cut as its people is an utter abomination and the opposite of servant leadership. Wake up and get it right.
If it's not a light that absolutely needs to be "on" then "turn it off". This means delay all work that's not 100% essential and furlough those who work on it.
- Cut directors and managers. Too many of them
- Ask Google to bailout Sabre
- Work from home for jobs that allow this. Create mobile space for these staff whenever need to go down to office. Cut office space by half -> save lease and electricity
- Send staff for technical training
- Decentralised product management team out of DFW
- Hire competent sales team
Double down on consistent revenue generators. Give them what they need.
Reduce all C level pay to $1 during this time of crisis as other failing companies typically do.
@kob+143Uh0Fv
I have to agree on the performance reviews.
We don't grade grade fairly
We don't reward
We don't promote
We don't fire
We don't do goals accurately
We do succeed at wasting everyones time and frustrating staff to the point that they become disgruntled.
What a messed up system
- Strategic -
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K–l the Fair Logix deal.
We've already spent 45 million in legal fees alone on the deal. Admit to ourselves that we poorly estimated the political capital of those whom were opposed to it, and just cut it loose. It's been an albatross hanging around your neck for too long. (even if the deal goes through, we cant afford the integration costs currently).
- Delay Google for 12-15months
- Delay added costs with Tulsa for 12 months
- invest again in new small product development which may prove their worth at scale (this would be an extremely small vest).
- Look into joint product partnership opportunities with Travelport or Fairlogix (if u back out of that sale) and sure Google too.. Not joining companies mind you, but aligning on cross opportunities where it can benefit both players.
Staffing
- Why is it that when we look out across the product mgmt teams. They are all in SouthLake ? and a lot of them in TS are sr dir/dir/vp level with few heads..
Yet when you move to the tech side mostly a director has far greater responsibility.
- whatever you want your standard to be on this is fine. Just make it fair whichever way you go.
- Quit passing the buck. You know some VP's/Sr. Directors aren't worth their $$. (hint. they know it to.. they know they cant find another gig in dfw making what your paying).
just cut them loose already. Quit making it someone else's problem. I swear the managers on the front lines do all the dirty staff work on reviews and firing people. You'd think the SVP/VP level would be a little better at cutting their own directs.
- Restaff Less MSM, More hungry sales guys
- Im ok with a Lab in Boston. but what have they really produced ? (this goes back to my #4). - so im down with the idea.. but i havent seen value there in 3yrs...
- the whole point of a dedicated GDC team is what again ?
- - i could go on for an hour or two at least..
One more thing to add. The only things that truly matter in a software company is
- Tech
- Sales
You have to have an amazing Tech team and you have to have an amazing Sales team. Everything else is waste and overhead
This will be temporary and we will continue to make travel happen.
I am for the temporary pay cut to save jobs. I would much rather have less pay temporarily than no job at all.
How the company leaders handle next steps in the coming days will be very telling of who they are and who they want this company to be.
There are more important things at risk than a job for all of us right now.
Let’s all buckle in and ride out this extreme turbulence together but remotely bc social distancing.
Stay healthy and safe everyone!
- regarding your non essential teams
- Consulting is a profit center.
- calling testing non essential is a lack of understanding SDLC. You will understand it though when your losing money to SLA compliance and other poor risk measures.
Give SM keys to sabre, he will get us out of this mess. Oh wait haven’t we done that already and paid him 30 Million in bonuses .... not sure what he did? The so called Exec team leave faster than you can say disaster. The only hope for this company is the honest hard working people who are still around . Who still work with passion with very less pay for what they do!
1 Identify non essential teams like consulting, test group etc.
2 Identify managers and directors who are in abundance.
3 Know that managers and directors will protect themselves and their friends.
I know two directors each has two people under them! LMFAO who allowed it get this way in the first place?
Quit having leaders with teams under 10 people. We have too many leaders. My manager has 4 people. We could easily Combine several teams under one leader. Don't get rid of the people actually doing the work.
Continue the work from home policy for the foreseeable future so we can sell all the global real estate and move all the lab equipment to cheaper and less fancy buildings nearby. We will all be working from home for at least the next 3 months anyway so don't keep the buildings afterwards. We don't need to waste money on buildings.
Beg Google to buy Sabre at fire sale price. In this environment the government might be in the mood to approve it.
Fire VP global talent mgt and eliminate outdated and worthless performance reviews
Take back all retention bonuses + stock options given to all directors and above