Hey guys, quick question do you know what the main criteria were for choosing who to let go? I'm asking because I've heard that a consulting company was involved in the layoff process. Do you think that's true? How on earth would a consulting firm know whether you are still needed or not?
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If ASEM is so great why is 3/4 of their stuff missing from SAP with absolutely insane pricing and lead time info. Starting to think this site has some ops running on it
@144+1jracf8sh, because most of RA engineers are Indian now, their efficiency are at 5% of asem engineers’, with 10x more bugs for final products, but 10x better when shown on presentation ppt slides.
No layoffs of Cambridge office staff yet.
It appears that some employees are simply managed out. Several top performers left for other companies and/or retired. The business will likely not approve the backfill of those roles!
What is concerning to me Is that The business did not even try to keep the top performers!
Luckily, I am eligible for retirement and would currently welcome layoff and payout!
To the RA engineer hater: Asem had a lot more than 12 engineers. And Optix was originally software, not hardware.
Is trump DEI hire? This a-s does not know his back from his front. Tarriffs on/off, I am tired of this motherf----rChinese peasants are eating his a-s. May be next time try DEI hire , it can't be worse than this incompetent id--t.
No idea who had the decision in selecting my name or the process when I was let go.
I achieved a "exceeds expectations" from my annual review months prior with incentives for performance. Was made to believe my work was "good" and was contributing to ongoing success (3-4 active projects with leadership reporting monthly on progress).
All I was told was the role was no longer offered.
With this in mind - guessing its a number on a spreadsheet that is selected and MAYBE if your "liked enough" someone will vouch to keep you safe...
lol. The arrogance of the Rockwell engineer. I watched 150 engineers fumble for 10 years to create a Panelview5000. Then, Asem delivered Optix in 3 years with 12 engineers. So tell me why a Rockwell us engineers are great. Go to BECKHOFF. They have good automation engineers.
"NA employees, apples to apples aren't better or worse than employees in India."
Uh, yes, we are. By a MILE.
All roles including not just engineers, are far cheaper in India than in US. NA employees, apples to apples aren't better or worse than employees in India on whole when compared. 80% of all US rolea can be effectively performed remotely. The technology enabled companies to outsource the jobs!
OK-all public companies are driven by profit. Growth reflect the maximization of investment. Flat to declining businesses get no investment and cut faster than decline. Grow faster than other alternatives and you get more money. Engineers in other regions are cheaper and apples to apples aren't better or worse on whole when compared. The top 5% are what matter most. Also, some domain expertise is important, for a period of time. Having worked at RA for a long time, the company has targets for "productivity" every year. Some will be laid off, some jobs will be moved. accept it. More important is whether Blake can execute and drive share price up. So far, his track record is not good. His days are numbered, you should ask is the next person going to be better. Tessa, Bob B or Matt. That is the question. What are their monuments to success?
RA continues to invest in the workforce i the low cost regions i.e. India.
If you are part of the Global team and work remotely in NA be prepared! If part of your NA team is in India be prepared!
RA focuses on developing the workforce in low cost regions.
I was fortunate enough to be able to retire last month.
RA is investing heavily in paying super low compensation in India. If they are part of your team I would watch out. They appear to be willing to accept mistakes over experienced proficiency. Cost is the number one factor. They have other problems to deal with as well.
Regarding Bravo points....I left under my own power and I still had my account available and points to draw on...just as an FYI...not sure if it's different if they kick you to the curb....
As ppl leave and/or retire the roles are generally backfilled by folks in India.
@ha+1jracf8sh seniority is likely a factor due to the costs associated with benefits, primarily those that are still eligible for the pension.
I was a 9 in the 9 box - last NA employee on a Global team. I had to burn 7000+ Bravos when I was let go. Cost is a priority….I would like to think though, that I was not easily replaced by my Indian co-workers, and that they lost out….
NA remote workers are preferred target.
NA remote workers are easily replaced with Indian remote workers!
Next target are employees considered as overhead (purchasing, complieance, quality, sales, administration etc.)
Ultimately, nobody is fully shielded from layoffs.
Primary criteria seems pretty clear - to take out higher cost remote employees in North America. That’s the current “stack ranking” criteria. I know lots of people who were rifd that had LTI, received positive annual reviews, and were respected. And Rockwell could have done a better job in helping people transition vs the unenforceable separation agreements to protect against “disparaging” comments in exchange for severance. Check the legality on that one.
To imply all people let go was due to their individual performance is bullsh-t. Yes in a big enough org you’ll have underperformers, but when you see some of the talent let go it was a co-ktail of their cost, failed ‘leadership’ and an increasingly toxic and dysfunctional corporate culture.
Replying to @fq+1jracf8sh, so do you think it's just a numbers game? Or what specifically are they looking for? Wouldn't they just cut the highest salaries? What difference does time in current position vs total time at RA make? And what difference does remote make? They were probably hired as remote
From what I have saw its usually comes down from Blake / SVP's the percentage to cut and then the VP's have a list of people, salaries, time at RA / Current position, remote or not, and they pick.. I know in the past it used to filter down to director level but i am not sure if most orgs do that anymore..
There is no real criteria. After going through 10 of these, I can safely say, it doesn't matter how good your team is (unless some sr vp defends it-very unlikely with current crop of sycophants) its just a stacked rank in your group. Nevermind if you have a high or low performing group. Everyone cuts one of 10. Blake is a genius-look at the stock price. Let's party like it's 2017!!! Thanks Donny and Blake and Becky. Meanwhile, Siemens is crushing it with product. And Beckhoff is crushing it with innovation. remember when Blake claimed indepenet cart technology was what he was most proud of???? Well, he had nothing to do with wither acquisition. AND he underinvested and now Beckhoff and B&R/ABB have far surpassed Rockwell. Oh well-lets spend ore time on PTC and Plex. Oh wait, also Kalypso-a boutique consultancy thats value is the individuals (most have left). I know, let's buy a lockout tagout company. How did Blake get to this level and display such incompetence?????
Beware if you are on a Global Team and are a NA employee. I would run fast!!!
Didnt they make a movie with George Clooney...about flying around and doing layoffs...that was his job
I wish RA offered buyouts like Mercedes-Benz is offering in the US, I'd volunteer in a second.
https://www.carscoops.com/2025/03/mercedes-offering-some-employees-more-than-540k-to-quit/
The organization determines the required % reduction in workforce. The managers determine the specific names of the employees to be let go! All employees are stack ranked.