If the board put it to the masses for a vote..
Would you vote to suspend ALL bonuses and pay raises for a year to avoid a RIF?
It’s all or nothing, if we vote to suspend bonuses and raises.. nobody gets them.
17 replies (most recent on top)
He-l no, get rid of all the dead weight and give me more of a bonus!
Why should we give up bonuses and merit when the CEO receives 40M a year? If anything we should get more from all the money they are saving by the RIF.
No- because they are losing millions and millions on the productivity losses that come from RTO, poor leadership decisions, and lack of SLT strategic alignment. Trying to get multiple HCSC leaders to agree and move forward on a course of action is like herding cats even on the best of days. They need to learn to be more efficient and responsible what they have before they take money out of my pocket. And responsible leadership doesn’t mean jumping at RIF’s like they did here. It means being brave enough to have hard conversations, asking hard questions rather than pressuring subordinates to make sh-t smell like a rose, holding leaders accountable- and most of all raising the bar for operational efficiency and excellence. We can’t solve problems until we acknowledge and accept that they exist- and as long as leaders are pressured to keep avoiding and ignoring them, our problems will keep getting worse. Given all the data on how RTO hurts productivity, our leaders need to make some hard decisions on whether the financial and productivity costs outweigh the benefits.
The fact that our leaders chose to lay people off first when those less harmful opportunities were still on the table is a clear signal they are not willing to roll up their sleeves and get their hands dirty with the hard work of solving the problems holding our company back.
I think Maurice doesn’t need a 40 million dollar salary. Reduce that, I’m sure it’s coming from us anyhow. He can pay our bonuses next year. If he gets rewarded from the work WE do? We should benefit too. Not get RIF’d. Not give up our bonuses or have to take cuts. Why should we suffer because of his poor financial choices but he doesn’t??? He keeps on doubling his salary every year while we get the short end of the stick.
Absolutely not. Not everyone wants to continue working for the company as it is now. Being cut in an RIF would be ok with me and the idea of future RIF’s doesn’t inspire fear. Without the API and pay raises we get, I’ll be more inclined to do the minimum so the company is gonna lose no matter what. There are no rewards here anymore for passion and hard work.
If I knew that the company had already been working with leaders down to at least the senior director level to identify poor performers and redundant roles, and already executed a round of layoffs based on some level of rational criteria that is well communicated, I would be willing to give up bonus and salary to prevent further layoffs of more critical colleagues.
We just went through a large acquisition during a bad job market. That almost certainly was going to require layoffs because the job market is limiting natural attrition. Mature employees can handle a well run round of layoffs (they still won't enjoy it), but this layoff was not well executed. I wouldn't give up my bonus just because our senior leaders aren't capable of managing difficult situations.
Regarding donations,
Absolutely not. Donating PTO isn't even a proper donation since the recipient still has to buy it from the company, not the donor. The company is literally profiting off someone's cancer.
Absolutely never not no nein!
Regarding bonus and COL suspensions,
No, we need our bonuses and shouldn't be extorted to forfeiting them.
@bq from the poster- I apologize about all the typos in my original response. I could not find a way to edit.
@a3 I had a lot of PTO I lost at the end of the year because I chose to. However, I did ask my manager and reached out to my team to try to find someone to donate it to. I didn’t personally know anyone who met the qualifications, but I asked them to let me know if they knew of someone who did. (This was the second year, by the way that I asked as I usually forfeit a lot of PTO each year since we can’t rollover much anymore.
No one was found, so it went indicated. I’m sorry I didn’t know about you and your needs. I know my managers also asked around and didn’t get a response from other departments.
I’ve gotten those $0 paychecks and it is devastating. OIC I’m still with the company, I’ll have more to donate this year if nothing happens to me where I have to use it.
That would require trusting them. Pass.
Oh how fun, a useless hypothetical situation.
No, many are barely able to survive without the raises and bonuses. Cost of living gets more expensive everyday. For some, that’s just not play money.
@a8 not what was asked. EVERYONE has to agree.
If we’re going to show up to vote at a board meeting, how about the one where the members are supposed to elect the board of directors? Has any rank and file member ever turned up for that meeting and cast a vote, or is it all cast by proxies for large groups who probably get a ride to the meeting on the company jet?
huhmmm, I remember people donating PTO time. Maybe recently since PTO has been scarce (only able to carry over 2 days and the total amount given in a year decreased?)
sorry about your cancer and nobody donating.
Last year when I had cancer and was out for an extended period, and exhausted PTO.. my manager got approval for PTO donations.
Nobody donated.
Based on our culture, I would vote no.
yes, but ideally cutting of waste and VSP could be done earlier. Also, the rank and file shouldn't have to shoulder all of the burden.
A lot of times, decisions made at the top, never affect the top. The results of bad decisions should be equally shared.