Sometimes layoffs can be good. They get rid of unwanted employees and also unwanted behavior by these employees infecting the execution.
We all have come across such folks.
What kind of employees and their behaviors would you like to get eradicated as the byproduct of these layoffs ?
I will start. Folks who cannot quantify what they do. Just find problems in everything everyone else does and really have no personal results to show for.
I hope people who just talk incessantly in big meetings are gone. These folks just keep on going and dont have any idea that others on the call have equal or better things to say. they are just waiting for this person to shut up.
Another issue we have. Everyone raises a question (most of the times an obvious question which has been spoken all across, but just in different words). They call out these so called "blockers" in their questions in big meetings. And they are done. They believe they have contributed enough.
Deliver something. If you found a problem, you have an opportunity to deliver to that problem. Go do it. Well, they wont. Because following up, crafting a solution that meets all constraints, getting everyone onboard. That is not an easy thing to do.
@tln. Very rightly put. There are folks that just seem to avoid work at all cost. They constantly find every issue under the sun that is blocking them to do their work. "Corporate should first figure out the multi-year strategy and only then what I do matters". This argument sounds compelling (and could apply in 10% of the cases), but to do a lot of the day to day work, you dont need that. Half of the folks speaking this dont even know what "strategy" means, but that doesnt stop them to have their strong opinon on what Pat should do. And because this argument sounds so compelling, its used by so many folks at Intel without any repercussions. As @tln said, even manager can use this to hide under. Raise the question, but dont wait till it is resolved to do your job.
Power Bi Engineers
fire them all.
Another type ( as I have seen many people with this behavior) are the ones who will do anything and everything under the sun to avoid doing work (they will always have a reason for not doing something) and their managers who support them (infact these managers are not different from the employees reporting to them). They spend most of their time politicking. These people WILL survive any layoff ( as they are managers favorite employees) and will hollow out the company from inside.
Have to be careful here though. It's not like there is nothing wrong to point out or that could improve execution.
AK Standards team, ax them all. 6G money pit.
We have a person on our team who is never available ( always offline, they joined 3 months before covid and they would show up at office after 10 AM and was out by 4 PM) . When I was coaching them in office, thir phone would constantly buzz and they couldn't wait for me to leave their cube so that they could get back to their phone. Never met any deadline and made so many mistakes ( after so much coaching) in the work that I had to fix. They would ping me on Fridays at 4 PM as they need urgent help to complete pre-scheduled tasks ( this is after being offline for most of the week and me telling them that they should plan enough buffer to deal with unexpected issues and still meet deadline). The performance was so bad that they had to be moved to do less impactful work and that was the end of my work with them. I have no idea what they do now ( I know what other team members are responsible for).
If this person survives the layoff, I will be applying outside even if I survive this layoff. There is no way a company can do well with this type of workers.
If a company cannot determine the work, type of work on a project and direct link to bottom line, by an individual employee, then the company is toast. Layoffs are cost reduction for failing business model. Buys time. The only way layoff can improve execution is to determine who is preventing others from doing their jobs. Otherwise, company has to execute with less resources which means more work for the people left.
GR13 SR VP's? Like IOTG Tom L ? He's on his farewell tour already, right?
Grade13 SR VPs from the outside who are clueless and dangerous
PowerPoint engineers
how long do you think it will take the toxicity to wear off of you after leaving intel?