I am really struggling with this past weeks layoff because a lot of the chosen people make no sense. How was it determined who would be laid off? In my area, many of those impacted were highly skilled top performers. Do any managers in here have any idea the criteria used? How can I ensure that it isn’t me in the next round?
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It's all about prioritizing short-term gains over long-term consequences. High performers are compensated more, and cutting them loose offers quick financial relief, without regard for the lasting effects it may have down the line. Our current executives are all about earning more while this ship sinks, drowning our culture along with it.
LilWayneP your supreme leader here.
Many of don't know, but I kept TOF_Designer_Eyeglasses on retainer to select which people to layoff. She said they could find jobs as SAFe Agile Scrum Masters working at Guild or Cigna.
Say "Bye bye FTEs"
I’m not sure how they decide who is selected for job/role elimination. The girl on my team who was impacted last week, she was our go to person, we went to her for everything. Here’s how it went down.
ED called a 15 minute pop up huddle, he announced that 5 people in the area had been impacted earlier in the day.
Right after, our director/manager slacked us to meet for 5 minutes and she told us she had no idea and found out when we did.
On Reddit there’s a post about USAA corporate investigations getting an extra commission for getting rid of people just before bonus time for whatever reason. Covert firing. I survived it. Shots fired.
The person on your team with lower comp may have a more expensive total rewards package & there are other factors to consider besides just comp.
Someone on my team that has lower comp than me was laid off last week, so that can’t be the only determining factor that was used.
I hear you. It is rough seeing good, qualified people be shown the door. I saw it on my team and it makes no sense. Some genius thought handing out assignments to 3p is/was the way to go. I mean, if you are okay with subpar service then go for it
What do you mean by “did the needful”?
Why are people such babies, nothing is guaranteed in life not even your job.
I’m really interested in why you or anyone else would want to stay at this point.
@b4+1jpzk4rgc
A majority of layoffs for 'overinvesting' in the workforce took place in 2023. I am sure it still continues in the overall selection process.
Maybe try quid pro quos.
When my team went through it last year, they selected everyone who wasn’t the only one doing the task or who the new AVP felt threatened by. I found out that I was supposed to be on the chopping block. However, I was the only person doing a certain task under a different AVP, that is why I was spared. Just because you’re spared doesn’t mean you should feel comfortable. I left within 3 months of my team receiving their notices as I had lost all faith in senior leadership and wasn’t going to wait around to be next.
Does that mean that people that have a higher compensation were selected for this most recent round? And the ones who are left are the ones who are cheaper?
It’s prioritized by AVPs. They get recommendations from directors and make the final call. Prioritization is done by the total annual compensation then merit.
I work in talent management.
I know how it’s done in certain parts of the Bank BRC world. The only tenured executive left is leaning on an out of touch, over the hill, one foot in the grave, delusional lead to make recommendations based on certifications. This fool knows nothing about risk but apparently has the right leverage to keep their job. Smells like lawsuit? Why else keep a screeching id--t around? IYKYK
Depends on org n’ size.During ECIOs first wave couple of years ago, many directors were involved, as they were asked to select folks based on duplicative roles (like agile roles) that could be rolled into the remaining employees. First hand and direct involvement.
What made it horrible, some of the directors involved were impacted as the execs above them selected what directors to give the slip.
cut throat! Left that org later and found a new position at another company.
Our ED didn’t even know! They were told who they had to lay off by HR! But how did HR decide?
That’s the billion dollar question, how do they decide.
A girl on my team was impacted, we had no idea, not even our director knew. The ED is the one who called and told her that her role has been eliminated. Then we got an email from the ED for a 15 minute pop up meeting, that’s when he told us. When that meeting ended, we have a quick 5 minute team huddle, and our manager/director said he had no clue and found out when we did.
That's what makes it very confusing. Sorry you are going through this. Some move to different team and within months that position gets eliminated, which makes even moving quite unpredictable.