Thread regarding AT&T layoffs

OP speaks about Ranking, not Rating. Every year leadership goes through Rating&Ranking. Everyone is ranked 1 through whatever. Logically, the ones ranked top few percent will also be the same who get the top ratings. Similarly, the lowest few percent will get the lowest ratings. I have seen years when that was a forced percent. Sometimes you’ve got twenty really great people on your team and it’s ok to rank them 1 through X but none deserve ‘Does not meet’ rating. Other times there are some that deserve ‘Does not meet’ and they should be on PIP. Also I have seen people ranked at the top of the list get let go, not because of performance but because they made too much money, too old, or didn’t get along with a friend of someone making decisions. So, being at the bottom of the Ranking list isn’t good but does not always mean you’ll be let go, same as being at the top does not always save your job. Forced distribution is not right, people should get rated according to performance not percent.

They have been ranking everyone in an organization for years. They already got their preliminary list started for beginning of the year. No need for PIPs, just wait until surplus and work up from the bottom. Sometimes they might only cut a few folks and sometimes they take a big chunk.

That's how you create and maintain a transient workforce.

stay out of the last 20%
stay out of the last 10%

you know how mo--nic that sounds. there will always be a last 10 or 20 percent.
that is a re--rded way to run a company.

so you are always saying we are going to fire people for being in the lowest 10 or 20 percent. you know how stupid that sounds.

Musical chairs again. Time for a new game Stankey!

Just another way to cull the herd.

Meet the new boss, same as the old boss.

Nothing has changed, just the software.

Avoid being in the bottom 10%. You will be fired after being on a PIP. Stankey can rid T of 10% of the employee base, that's like 23K. He will get the headcount number down one way or the other.

I have seen it in my group and other groups. they make people's lives he-l and pray on them to get them separated from the rest of the herd and if you speak up or complain about their "new policies" that change your original work agreement from when you took the job they will hit them with continuous pips.

there is no management at att.

Stay out if the bottom 20%. Sabotage your coworkers if necessary.

An HR’s sole focus and responsibility is to protect the business assets. Period. They have no interest in protecting you. Merit increases are not determined by them. Their directives come from leadership. The same rule applies to layoffs….HR handles the process…they’re the messengers only.

While the directives may not be coming from HR, they are very much part of the implementation. HR often claimed that compensation is aligned with all the "industry benchmarks", would love to see these benchmarks for merit increase from 0-1% and shrinking salary bands. Anyone from HR has the ba--s to go fight for bigger increase in merit pay for 2022? I think not.

Here's another example of how the OP specifically talks about non-bargained issues, and union id--ts chime in with unrelated nonsense. Thanks to those who have addressed the actual question.

I too have heard that there will be a forced distribution into "needs improvement" categories, at the corporate level. This is not from HR (as one poster pointed out) but is directed by either Stankey or McElfresh.

PIP requires a ton of paper work. Most managers don't have the b@lls to do them. Also, most mangers do not have detail knowledge of what their team members work on.

It is true I saw it happen in my group. They mess with you and make your life so stupid and you voice your opinion and you get on a pip. There is n management at att it is a joke.

Forced distribution is never mandated by HR, that decision comes from the top down. You erroneously suggest that HR has power to set policy…..incorrect assumption.

It's just a forced distribution again. Typical team of 10, you will have 2 outstanding performers, rest are solid/good. No one cares anymore about ratings, just keep the checks coming every 2 weeks.

I'm hearing that there will be a forced distribution into "needs improvement" - somewhere between 6 and 10 percent, which will then be removed from the business each year.

Microsoft had employee ranking before Nadella took over, total disaster. Wouldn’t be surprise if the id--ts in HR try to pump this cr-p. What else can they f#%^ up, right?

PIPs are for people that management wanted to get rid off, it creates a paper trail for lack of performance or compliance.

The previous post on forced rating distribution is on point. Directors meet with AVP to “calibrate” rating percentages, and the process rolls up the chain. Don’t expect fairness, you are just another data point to make the numbers work. With the salary range reduction and near zero merit increase, it really doesn’t worth a dime to invest effort in this game.

I don’t think they are this organized. Quantum is a disaster. Also now they are having trouble recruiting

Have not heard about the PIP issue…But T has used stacked rankings to determine how management employees can be ranked and yanked. Not familiar with the bargained for employees but guessing it’s used with those folks as well.

Stanley's performance speaks for itself Thank You. What an over compensated hypocrite!

Not surprised, can I say Stankey needs to be ranked at the very bottom of all T employees? Yes I can, and will!