Who is responsible for choosing who is laid off? We've had some very weird choices in the last few layoffs, so I'd like to know who makes the final decision. I know most of it is decided higher up, but do our managers get any say in who is selected or not?
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RP came in, cut positions and updated CRM. Will he resign now or will Q1 result surprise all?
The entire sales team needs to be rebuilt. RP should be fired for being accountable for the revenue decline in 2024. The six Sales VPs should also be held responsible for their Q2 2024 commitments. Only by doing this can we extend our survival for a few more years. It’s unacceptable that everyone is focused on securing incentives while revenue continues to decline—and yet, the board has ignored or approved this situation.
"Unfortunately, the job market in this industry is currently challenging, and this company's reputation isn't strong. They rely on outdated technology from 20 years ago, charging high fees to clients （like VMware) who haven't yet transitioned to newer systems, while also offering above-average salaries. Many former colleagues have left in recent years and are struggling to find stable employment. Without strong external connections, navigating this situation will be difficult. I wish you the best."
It's not black and white. It's a terrible place to be in as a middle manager knowing this is coming and having to make that choice of who stays or who goes. And then a terrible place for the employee, no closure, sometimes no goodbye, it su-ks.
It could be performance, it could be the tech doesn't align to the business strategy (what ever that is), etc. It doesn't honestly matter.
The take away for you is this, you can't put this question under a lense and you are going the wrong direction. If you have this concern, you need to start setting up boundaries of when you work, set up time outside of those hours to buckle down on reading, getting certified, etc. The whole TD on your resume is an incomplete comment. It's how you show up, what you are doing, and how you show what you know, that is important here and well within your control. No one is going to turn down someone that is thriving, visibly pushing themselves, and has TD on their resume. You got this and good luck
I was laid off a couple of years ago. Since then I've had the pleasure of watching everyone involved in my layoff decision get laid off themselves.
Currently working at a startup/consultant creating software and upgrading EDWs. The work is night and day from anything I did at Teradata.
My advice for anyone still at Teradata is to get out as quickly as you can. Businesses literally laugh at the Teradata experience on your resume. There is no chance in h3ll a modern business would choose Teradata over Snowflake or Databricks it just would never happen. Snowflake and Databricks will integrate into customer environments and melt into the background. Teradata will blow up multiple times, not integrate, and stick out as a flashing red light as an issue.
If business was a car race Snowflake and Databricks would be full blown race cars. Teradata would be a potato.
I've seen them sort an excel spreadsheet by age and pick off those at the top ie, the oldest. What this results is decades of corporate knowledge shown the door and a very shallow pool of knowledge left. This is obvious at the moment as we've now got people people put into positions with no background in the market, no ability to lead or inspire. They are simply there because they talk the talk, will always agree with those above them and will sacrifice their colleagues to keep receiving their RSU's.
Some brilliant people over the years have been shown the door which were inspiring people around them. Now we see them doing the same in other roles elsewhere and that is the biggest shame in what has transpired here at TDC. We are poorer off without them
Like most business decisions, It depends. Unfortunately, the current state of the company does not justify one individual over another. It does not help that the current managers, including line managers, are just order takers.
If the entire team is eliminated, second level managers will know. For individual roles, your manager will know in advance. They may trade your role with another team member if the savings are comparable. There is a reason why this forum is full of boot-l*er comments. As time progresses there will not be any more incentive to trade roles.
If it makes you feel better, you may be the most expensive person in the team. It's just a job, dont stress yourself. Its easier said than done, I know. Good luck.